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The Secret to the employee Net Promoter Score (eNPS)

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People are at the heart of every organization. Through their efforts and interactions, they define your customers’ experiences and outcomes. Today, many companies obsess about creating an engaging and inclusive employee experience because they recognize how deeply it impacts their success. On top of this, the talent market has never been more turbulent, with employees willing to leave for the promise of greater experiences. 

For organizations seeking to accelerate and sustain growth, it’s even more essential to quickly and reliably measure employee engagement. 

So, how do you measure employee engagement using eNPS?

An employer’s NPS, or net promoter score, is the gold-standard metric for gauging a company’s performance among customers.

Similarly, an employee Net Promoter Score (eNPS) can be used to quickly gauge the employee experience. Though variations exist, the most common survey question used to capture eNPS is: “How likely are you to recommend our company as a great place to work?” An organization’s eNPS score is measured on a scale of -100 to 100 and calculated by classifying each employee into one of three categories: promoters, passives or detractors.

Improving your eNPS is simpler than you think

The secret to improving eNPS is fostering a culture of belonging. People that feel a strong sense of belonging at work are less likely to leave and more likely to be a high performer. We define belonging as the degree to which a person feels accepted for who they are, recognized for their contributions, and connected to people and purpose. For almost all professionals, embracing change, speaking up confidently, and contributing to their full potential are only possible when they feel a sense of belonging.

So how strongly does belonging relate to eNPS? Based on two comprehensive studies involving more than 1,300 full-time employees across the US, Vityl found that there is a massive 57 point eNPS score increase for employees that feel they belong compared to those that don’t feel they belong. 

Workplace culture, team engagement, and job satisfaction thrive when people feel like they belong, and as a result, eNPS scores increase. An employee who feels a sense of belonging to their organization is 8.7x more likely to intend to stay for the next year, and 5.5x more likely to intend to stay for the rest of their career. 

This is where Vityl comes in. Backed by leading research, we accelerate belonging by empowering leaders and employees with prescriptive recommendations and resources to grow individually while building culture together. As employees engage in new actions and achieve culture goals, eNPS improves and employers realize stronger retention and performance.

Check out your My Belonging page today for nudges to help you build a strong culture of belonging for yourself and your team members!

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