Would Your Employees Recommend Your Company to a Friend? This simple question actually captures the essence of employee engagement and experience. That’s exactly why E-NPS (Employee Net Promoter Score) has become such a powerful and practical indicator for both HR professionals and organizational leaders.
What is E-NPS?
E-NPS is calculated by asking employees the following question: “I would recommend my company as a great place to work to people I know.”
Responses are rated on a scale of 1 to 5 and categorized as follows:
•1–3: Detractors (Unfavorable)
•4: Passives (Neutral)
•5: Promoters (Favorable)
Formula:
E-NPS = % of Promoters – % of Detractors
What Do the Scores Mean?
•+50 and above: Excellent – Strong engagement, culture, and employee experience
•+10 to +50: Good – Solid, but with room for improvement
•0 to +10: Caution – Signs of silent disengagement
•Below 0: Critical – Serious risks in engagement, trust, and overall experience
Global E-NPS Benchmarks
While scores vary by industry, global benchmarks are generally as follows:
• Technology & Software: +30 to +50
• Finance & Consulting: +20 to +40
• Manufacturing & Logistics: +5 to +25
• Retail & Services: 0 to +20
• Global average: +14
Note: Just as important as the overall score is how it varies across departments and employee segments.
Looking beyond the number, E-NPS doesn’t just give you a score it reflects deeper dynamics such as:
• Trust in leadership
• Psychological safety at work
• Opportunities for career growth
• Team communication and cultural alignment
That’s why it’s essential to combine the score with open-ended feedback, segmented analysis, and periodic comparisons to uncover the full story behind the number.
Go Deeper with Moodivation
The Moodivation Engagement Module enhances E-NPS insights by enabling you to:
✅ Segment scores by demographics
✅ Track changes over time
✅ Categorize open comments using AI
✅ Build department-specific action plans
Final Thought:
E-NPS is more than just a KPI — it’s a reflection of your culture through the eyes of your employees.
Organizations that interpret this data effectively don’t just retain talent — they build trust, engagement, and long-term performance.
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