eNPS: the power of listening to your team through People Analytics

In today's workplace, where employee engagement is more crucial than ever, organizations are realizing how important it is to measure and understand the loyalty and satisfaction of their people. And what better way to do that than with the eNPS (Employee Net Promoter Score)? In this article, we will explore how eNPS has become one of the most powerful tools within People Analytics to improve the employee experience and how, with the right approach, it can transform the future of your organization.

 

eNPS is a tool that measures the level of employee satisfaction and loyalty within an organization. Inspired by the concept of Net Promoter Score (NPS) used in marketing to measure customer loyalty, eNPS uses a single question to obtain a score that reflects employee engagement.

 

The main question of eNPS is:

 

On a scale of zero to ten, how likely are you to recommend this organization as a place to work to family or friends?

 

Based on the responses to this question, employees are grouped into three categories:

 

1. Promoters (9-10): These are highly satisfied and engaged employees who are the most passionate advocates for the company's culture and values.

2. Neutrals or Passives (7-8): These employees are satisfied but not necessarily emotionally committed. They are not fully aligned with the company but are not dissatisfied either.

3. Detractors (1-6): These employees are the least satisfied and engaged. They are likely to be demotivated or even have a negative perception of the organization.

 

The difference between promoters and detractors results in the eNPS, which can be either a positive or negative value depending on how many employees fall into each group. The eNPS score can range from -100 (if all employees are detractors) to 100 (if all are promoters). A score of 0 means there are more neutrals or passives.

 

For example, if 60% of employees are promoters and 10% are detractors, the eNPS would be +50. This score reflects the overall level of satisfaction and engagement within the organization.

 

In the context of People Analytics, eNPS is a powerful metric because it goes beyond a simple satisfaction survey. While other metrics may offer a superficial view of how employees feel, eNPS captures the emotional loyalty and engagement of employees with the company, which is crucial for predicting retention and performance.

 

Loyalty is one of the most important factors when it comes to predicting employee turnover. Employees who are promoters tend to be more engaged with the company's mission and vision, which translates into greater retention and productivity. By using eNPS as part of your People Analytics strategy, you can gain a clearer view of loyalty and detect potential issues before employees decide to leave.

 

Organizational culture is another crucial aspect that determines the long-term success of a company. A motivated and engaged team helps create a positive environment that reflects in productivity and work quality. eNPS allows you to identify how aligned your employees are with the company culture, giving you the opportunity to make adjustments or improve certain aspects to foster a more inclusive and attractive environment.

 

Rather than relying on assumptions or intuition about what is working or not within the organization, eNPS offers concrete, measurable data. This metric allows you to make decisions based on accurate information, which is essential for optimizing HR policies and other key areas of the company.

 

eNPS is also a useful tool for detecting potential issues within the organization before they become something more serious. If a significant group of employees is considered detractors, it could indicate that there are serious problems that need to be addressed. By measuring eNPS periodically, you can quickly identify areas for improvement and take corrective action in a timely manner.

 

If you haven't started measuring eNPS in your organization yet, here are some key steps to get started:

 

eNPS is not a one-time measurement; it is a metric that should be monitored continuously. The frequency of measurement depends on your company's needs. Some organizations choose to do it quarterly, while others prefer to do it every six months. The important thing is that it be a regular measurement to obtain up-to-date data on employee engagement.

 

eNPS is powerful because it is simple. You don't need to ask complicated questions or have long forms. Just the key question:

 

Remember that with Hrider, you can customize this additional question, personalize the emojis that will accompany the answer scales (0-10 or 1-10), and add open-ended questions if you want to get textual feedback from employees.

 

Once you've closed the survey, it's time to analyze the results. Remember that eNPS is calculated by subtracting the percentage of detractor employees from the percentage of promoters. This score will give you an overall view of employee loyalty, but you can also filter it by position or by the attributes of the evaluator (the employee who is going to participate in eNPS).

 

                                         

 

Also, with our Talent AI, you can get a detailed automatic analysis that will examine the results by position, provide a general comparison, recommend areas for improvement, highlight strengths, and suggest, among other things, an action plan.

eNPS is just a tool, and to be truly effective, it's important to act on the results. If you notice that a specific area has a low score, it's time to investigate further why employees feel that way and what changes could improve the situation.

 

This could involve adjustments to the organizational culture, changes to work processes, improvements in talent management, or changes to the benefits offered. eNPS is a call to action, not just a metric.

 

The true power of eNPS lies in its combination with other People Analytics tools. By integrating eNPS with other key performance indicators such as employee turnover, overall satisfaction, well-being, and performance, you can get a more complete view of organizational health.

 

For example, if you have a group with a low eNPS but also high turnover, it may indicate that there is a deeper issue affecting your employees' culture and motivation. Using other People Analytics metrics can help you correlate these issues and make informed decisions to resolve them.

 

In summary, eNPS is one of the most valuable tools in the world of People Analytics. Its simplicity and effectiveness in measuring employee loyalty and satisfaction make it an indispensable resource for any organization looking to improve its culture, retain talent, and make data-driven decisions.

 

If you haven't started measuring eNPS yet, we invite you to do so. Through this indicator, you will gain a clear, direct view of your employees' engagement and act quickly to improve their experience. Remember, in the world of People Analytics, data is key to creating a healthier, more motivating, and productive work environment. It's time to put eNPS into action!

 

Frequently Asked Questions (FAQ) about eNPS

What is eNPS?

eNPS (Employee Net Promoter Score) is a tool that measures employee satisfaction and loyalty based on a single question: "How likely are you to recommend this organization as a place to work?"

How is eNPS calculated?

eNPS is calculated by subtracting the percentage of detractor employees (1-6) from the percentage of promoter employees (9-10). The result can range from -100 to 100.

Why is it important to measure eNPS?

eNPS helps measure employee engagement and loyalty, which is essential for predicting retention, improving organizational culture, and making data-driven decisions.

How often should I measure eNPS?

It is recommended to measure eNPS regularly, either quarterly or every six months, to get up-to-date data on employee satisfaction.

What kind of questions should I ask in the eNPS survey?

The key question is: "On a scale from 0 to 10, how likely are you to recommend this organization as a place to work?" Any additional questions will help provide more context and information.

How can I act on the results of the eNPS?

If the results show areas with low scores, it is important to investigate the causes and take action to improve the work environment, such as adjusting organizational culture or work processes.