eNPS (Employee Net Promoter Score)
eNPS, or Employee Net Promoter Score, applies the NPS methodology to the employee experience. It asks a single question: “How likely are you to recommend this organisation as a place to work?“, scored on a 0–10 scale. Responses are categorised into Promoters (9–10), Passives (7–8), and Detractors (0–6), and the score is calculated the same way as customer NPS: percentage of Promoters minus percentage of Detractors.
eNPS gives organisations a fast, comparable measure of employee loyalty and advocacy — how genuinely positive employees feel about working there, rather than just whether they’re satisfied enough to stay.
How eNPS Differs from Employee Satisfaction Surveys
Employee satisfaction surveys ask how happy employees are across a range of factors. eNPS asks a single forward-looking question about advocacy — would you recommend this place to someone you care about? This distinction matters because satisfaction and advocacy aren’t the same thing. An employee can be satisfied enough not to leave but still not enthusiastic enough to recommend the organisation to others. eNPS captures that gap.
What Is a Good eNPS Score?
eNPS scores tend to run lower than customer NPS — partly because employees have more nuanced, complex relationships with their employer than customers do with a brand. Generally, any score above 10 is considered positive, above 30 is strong, and above 50 is exceptional. As with customer NPS, benchmarking against your own industry and tracking movement over time is more meaningful than chasing a universal target.
How LitmusWorld Helps
LitmusWorld measures eNPS as part of its integrated EX programme, running employee surveys alongside customer feedback so organisations can track the relationship between employee advocacy and customer experience outcomes on one platform. Explore EX solutions.
Related terms: Employee Experience · NPS · Service-Profit Chain