{"id":47801,"date":"2020-05-24T23:03:59","date_gmt":"2020-05-25T03:03:59","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=47801"},"modified":"2020-05-24T23:14:04","modified_gmt":"2020-05-25T03:14:04","slug":"what-is-enps-and-is-it-all-that-important","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/what-is-enps-and-is-it-all-that-important\/","title":{"rendered":"What is eNPS, and is it all that important?"},"content":{"rendered":"

eNPS stands for Employee Net Promoter Score, a methodology that has built a reputation for measuring employees’ enthusiasm for their place of work. It comes down to calculating the extent of a respondents’ willingness to talk about their employee experience (i.e., EX) in a positive light. It’s a fact that businesses spend millions of dollars on the other side of the NPS coin, where they focus on the customer experience (CX). It’s an understandable priority considering it connects closely to revenue and ROI. However, it’s somewhat jolting when the data tells you that replacing an employee position costs at least $15,000. Therefore, the theme of this article is to demonstrate that employees warrant at least the same level of emphasis.<\/span><\/p>\n

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When structuring an eNPS survey, the idea is to derive valuable EX information that converges on one fundamental question:<\/span><\/p>\n

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“How likely is it that the staff member would recommend his or her employer to a friend or acquaintance?”\u00a0<\/b><\/p>\n

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An eNPS survey, once completed, categorizes and interprets responses. It’s at this juncture that one realizes the power the eNPS methodology has, in skilled HR hands, to make groundbreaking changes. Given the cost of hiring and excellent retention, enriching EX as a core management mission is not at all surprising these days.<\/span><\/p>\n

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The employee NPS categories<\/strong><\/h2>\n

eNPS responses fall into categories that indeed describe employees’ emotions and thoughts about the company. It covers the time from when they arise until they close their eyes at night. Yes, our working lives stay with us well beyond the traditional eight-to-five daily schedule. We don’t just switch off and on as we leave and enter the office, respectively.\u00a0<\/span><\/p>\n

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Employees that are complainers, critics, and detractors are those scoring 0 – 6 in the employee NPS survey. At the other end of the spectrum, those scoring from 9 – 10, are the ones that applaud the company and have little negative to say about it. We commonly refer to these employees as ambassadors or promoters, and the goal is to see every last staff member become one.<\/span><\/p>\n

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The ones in the middle of the two extremes sometimes leave HR in a quandary because it seems like these employees are wandering around the office, factory, or warehouse in limbo. We label scorers in the 7 – 8 range as “Passives” – mostly those that are non-commital to moving for or against warm company feelings.\u00a0\u00a0<\/span><\/p>\n

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\"eNPS\"<\/p>\n

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Why is NPS for employees gaining traction in more and more businesses?\u00a0<\/strong><\/h2>\n

There are many reasons why:<\/span><\/p>\n

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