When employees are enthusiastic and invested in their work, they are more likely to perform at their best. A positive work atmosphere, increased opportunity, and open communication lines can all contribute to employee engagement. When employees are disinterested, their performance suffers. This has a long-term effect on the business’s outcomes, productivity, and profitability. Simply put, disengaged employees may be quite costly to your firm.
Thus, how can you determine whether or not your employees are sufficiently engaged? How do you quantify employee engagement? The Employee Net Promoter Score, abbreviated as eNPS, is a frequently used metric for this purpose.
What is Employee Net Promoter Score or in short eNPS?
It is a measure that indicates the likelihood of your employees recommending your organization as a good place to work. Due to effectiveness of NPS in evaluating consumer loyalty, businesses adopted the concept inside to gauge employee engagement.
Assessing employee engagement is indeed not easy. Due to the abstract nature of the term, we must look beyond numbers and quantifiers. This is when the employee net promoter score enters the equation.
Employee net promoter score (eNPS) is a metric used to determine if employees are happy, satisfied, and loyal to their employer via a survey. Employees are the bedrock of any organization. Employee loyalty is a critical sign of your organization’s future viability. eNPS is highly effective metric for gaining insight into your employees’ sentiments and opinions. It enables you to ascertain the influence of your existing business tactics on employee satisfaction and engagement levels.
Employee Net Promoter Score modifies this question to ascertain employees’ attitudes toward their employer: How likely are you to suggest [business X] as a place to work? Similarly to how the NPS helps construct a company’s unique value proposition and brand positioning in order to build relationships with customers, the eNPS may assist companies in shaping their employee value proposition and improving their employer brand. They can then use these notions to help employees develop emotional connections, commitment, and loyalty.
How eNPS is calculated
eNPS is based on the same principle as the Net Promoter Score (NPS), which was established in the 1990’s by Fred Reichheld, Bain & Company, and Satmetrix. Customer loyalty is quantified using NPS, but employee loyalty is quantified using eNPS.
NPS is determined using responses to the following question:
“How likely are you, on a scale of 0-10, to suggest our product/service to family or friends?”
The eNPS is derived from responses to a comparable survey question. eNPS questions, rather than items and services, assist firms in determining employee loyalty:
“How likely are you, on a scale of 0-10, to recommend our organization to family or friends?”
The primary advantage of the eNPS is that it provides a quick and easy view of how loyal and involved a company’s employees are. As more businesses adopt the strategy, the prospect for benchmarking increases.
eNPS is a good longitudinal measurement metric since it enables you to evaluate how many things affect employees over time, such as a year. The strategy is highly regarded by both managers and staff due to its concise nature, which makes it extremely time efficient. Additionally, you can use the findings of the eNPS survey to determine the number of promoters you have. Additionally, by including a follow-up question, you will elicit information about what makes them satisfied. As a result, develop recommendations to maximize the number of promoters at the workplace. When utilizing the eNPS approach, keep in mind that the figures indicating how likely employees are to recommend the organization reveal nothing about the other elements that contribute to employees’ well-being. Using merely the inquiry without any follow-up questions makes it impossible to ascertain why certain employees are hesitant to endorse their place of employment while others are enthusiastic.
Use eNPS to improve your organization and Employee Experience
With this in mind, using the employee Net Promoter Score question alone provides a fast view that might serve as a solid starting point. However, more detailed surveys are required to truly grasp the underlying causes and to be able to correct problems. Alternatively, as a complement to the eNPS inquiry, a few follow-up questions.
With Harry HR – Measure® your Employee Net Promoter Score gets calculated fully automatically and in real-time.
Please note: This is part 1 of 2 posts in total. Click or Tap here to read the second part.