HR tools
What is your eNPS, really?
Count your promoters, passives, and detractors from your last survey. Your employee Net Promoter Score and its benchmark verdict update as you type. No signup, nothing gated.
Wondering how your industry scores? See the eNPS survey software benchmarks.
Where these numbers come from
eNPS = % promoters − % detractors
- The bands
- Above 30 is excellent, 10 to 30 is good, 0 to 10 needs work, below 0 is critical. The bands come from CultureMonkey's benchmark distribution, not from consumer NPS, which runs on a different scale of expectations.
- Why passives matter
- Passives do not subtract from the score, but they sit in the denominator. A team of mostly 7s and 8s scores near zero: not loyal, not hostile, one bad quarter from tipping either way.
- Small samples lie
- Under roughly 20 respondents, one person moves the score by five points or more. Read small-team scores as direction, not truth, and never compare them across teams of different sizes.
- The score is a symptom
- eNPS tells you the temperature, not the diagnosis. The drivers behind it, recognition, manager trust, growth, workload, are what you act on.
Bands and context come from CultureMonkey's dataset of 10M+ anonymized survey responses. Compare your number against your sector in the engagement benchmarks by industry.
What happens when you act on the score
4xeNPS growthRobertshawManufacturing, 2,300 employees. eNPS climbed from 9.21 to 38.11 by acting on the drivers behind the score, not the score itself.85%participation, 9 countriesBayport Financial Services3,500 employees across 9 countries. High-trust participation gave the eNPS baseline enough sample to act on by market and team.Questions people ask
How do you calculate eNPS?
Ask employees how likely they are to recommend your company as a place to work on a 0 to 10 scale. Promoters score 9 or 10, passives 7 or 8, detractors 0 to 6. eNPS equals the percentage of promoters minus the percentage of detractors, giving a score from -100 to +100.
What is a good eNPS score?
Above 30 is excellent, 10 to 30 is good, 0 to 10 needs work, and below 0 signals real risk. Compare against your industry rather than a universal number; CultureMonkey publishes benchmarks by industry from 10M+ responses.
How often should you measure eNPS?
Quarterly is the most common cadence, embedded in a pulse survey so you can track movement and tie changes to specific drivers rather than guessing.
What is the difference between eNPS and NPS?
NPS asks customers whether they would recommend your product; eNPS asks employees whether they would recommend your company as a place to work. Employees see everything behind the curtain, so employee scores run structurally lower than customer scores. Comparing the two numbers directly is a mistake.
How many responses do you need for a reliable eNPS?
Below roughly 20 respondents, a single person moves the score by five points or more, so treat small-team scores as direction rather than truth. Participation rate matters as much as headcount: a 40 percent response rate mostly measures the people who still care enough to answer.
Should eNPS surveys be anonymous?
Yes, architecturally. Detractors only answer honestly when results for any group below a minimum respondent count, typically five, are suppressed entirely and no admin can override it. Identified surveys quietly inflate the score and hide exactly the people you most need to hear.
How do you improve a low eNPS score?
Work on the drivers behind the score, not the score. Recognition, manager trust, growth, and workload carry most of the movement. Close the loop visibly so people see their feedback change something, then remeasure the next quarter. Robertshaw took eNPS from 9.21 to 38.11 this way.
Is eNPS enough to measure engagement on its own?
No. eNPS is a temperature reading in one number, useful for trend lines and board slides. Diagnosis needs driver questions and open-text analysis alongside it, so you know whether the fever is workload, management, growth, or pay.