This is why eNPS is a great question to include in an Engagement Index. On the other hand, maybe employees don’t have people in their network who specialize in your field of work, so they don’t recommend it, but they are proud to work there and highly motivated. Think about it like this: People can recommend your company as a great place to work, but lack motivation and commitment.
But as mentioned above, eNPS only measures one part of employee engagement, making it a less reliable measure than asking a few extra questions. Simplicity is great – and a single question like the eNPS only takes a few seconds. Why ask an Employee Net Promoter Score question? In the rest of this article, we’ll explore the connection between employee net promoter scores and employee engagement. Culture Amp's own research suggests it is clearly an indicator of employee engagement, and a useful addition where multiple items are used for valid and reliable measurement. In customer success research, customers are asked the question: “How likely are you to recommend (product name) to a friend or colleague?” Based on the widespread use in marketing and market research departments, HR departments have adapted the question to be suitable for employees and renamed it eNPS.Ĭonfusingly, this form of eNPS is thought to evaluate employee engagement by some companies, even though other companies think of it as something different altogether. The Employee Net Promoter Score (eNPS) is an employee-focused variant of customer NPS. In 2016, more than two-thirds of the USA’s fortune 1000 companies used it. As a customer metric based on a single question, some claimed it to be an ultimate indicator, although doubts have been raised about its singular status. It would be great to hear from people across the community who may have used one or both of these approaches and what their experience has been.Since it was first widely publicized in 2003, the Net Promoter Score (NPS) has been a sensation in consumer research. This can be great if you might need to compare to a previous survey that used eNPS or are just interested in what it might be to add additional colour to your results.ĭr Jason went into a great deal of detail on the topic of eNPS and how it stacked up to our own approach to Engagement on the following blog post which might be helpful in answering your question as well: Understanding the employee net promoter score (eNPS) | Culture Amp However, the recommendation question often used as part of measuring eNPS is one of the 5 engagement questions which means we can enable the eNPS calculation on this question in your Culture Amp results (calculated on a 5 point scale) and work with both approaches. It’s important to get a holistic view of what different factors influence engagement so action planning is based on the whole picture and relevant data. While this is valuable information, recommendation on its own doesn’t capture everything about engagement. The Employee Net Promoter Score (eNPS) was long regarded as the go-to metric for measuring employee engagement and typically consists of a single question about whether someone would recommend their company as a great place to work. This is the reason we use our 5 engagement questions as our core measurement at Culture Amp. Jason McPherson says, “In general, statisticians agree that well-constructed, multiple-item indicators are more reliable and tend to provide better external validity than single-question metrics.” In other words, asking a handful of questions on a specific topic will give you a more reliable and clear picture of what’s going on rather than just asking, “How satisfied are you at work?”.
#Culture amp enps series#
Although I am not one of our wonderful People Scientists, I thought I might start the conversation around your question with the foundational reason as to why we measure Engagement the way that we do at Culture Amp.īecause of its complexity, engagement is best understood through a series of questions in a survey rather than a single question. Jared here from the Culture Amp support team.
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