eNPS, Employee Net Promoter Score, is a single-question metric asking employees how likely they are to recommend their organization as a place to work, one of the more common proxies for broader employee engagement, scored on a 0-10 scale.

Formula and worked example

eNPS = % Promoters − % Detractors

Scores of 9-10 count as Promoters, 7-8 as Passives, excluded from the calculation entirely, and 0-6 as Detractors. With 100 respondents, 50 scoring 9-10, 30 scoring 7-8, and 20 scoring 0-6, eNPS works out to 50% − 20% = +30. The score ranges from -100 to +100. Interpretation bands vary slightly by source, but roughly: below zero is a red flag worth chasing with a pulse survey, low double digits is average, the 30s to 40s is considered great, and above 50 is regarded as excellent. Treat these bands as general industry convention rather than a fixed, audited standard.

Frequently asked questions

Why are Passives excluded from the formula?

They’re neither actively recommending nor discouraging, so including them would dilute the signal the score is trying to capture.

Is eNPS the same as employee engagement?

No, eNPS is one specific, simple metric. Employee engagement is the broader concept it’s just one proxy measurement for.

How often should eNPS be measured?

Commonly quarterly or alongside a pulse survey, frequent enough to track trend direction without survey fatigue.

Calculate your score with the eNPS Calculator.