What is Employee Net Promoter Score (eNPS)?
A simple pulse on whether your people would recommend working here - a proxy for engagement.
Employee Net Promoter Score (eNPS): definition
Borrowed from customer NPS, eNPS asks a single question - "How likely are you to recommend this company as a place to work?" - and classifies respondents as promoters (9–10), passives (7–8), or detractors (0–6). Subtracting the percentage of detractors from promoters yields a score from −100 to +100. It is a fast, trackable proxy for engagement, though a shallow one on its own.
eNPS
eNPS = % Promoters − % Detractors
Promoters score 9–10, passives 7–8, detractors 0–6. Range is −100 to +100; track the trend, not just the level.
How Fintra handles it
Fintra’s workforce intelligence captures eNPS and other engagement signals and - crucially - connects them to the operational data on the same platform: attrition, compensation, tenure, and team. That lets it move past the raw number to flag where low sentiment coincides with retention risk, so leaders act on causes rather than admiring a single score.
Worked example
Frequently asked questions
What is a good eNPS?
Scores vary widely by industry and how the survey is run. Anything positive means more promoters than detractors; scores above +20 to +30 are generally considered good and above +50 excellent. The trend over time and the context behind it matter more than a single benchmark.
How is eNPS calculated?
Ask the recommend-as-a-workplace question on a 0–10 scale, classify responses into promoters (9–10), passives (7–8), and detractors (0–6), then subtract the percentage of detractors from the percentage of promoters. The result ranges from −100 to +100.
What are the limitations of eNPS?
It is a single, shallow number that says little about why sentiment is high or low. Used alone it can mislead. Its value grows when combined with attrition, compensation, and engagement drivers - which is how Fintra frames it.
How does Fintra use eNPS?
Fintra captures eNPS alongside operational people data and correlates it with attrition, tenure, and compensation, so leaders can see where low sentiment maps to real retention risk and act on the underlying causes.
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