eNPS Calculator
Work out your Employee Net Promoter Score in under a minute. Enter your survey results by score, by group, or paste the raw answers — your score updates as you type. Then generate a free personalised report with a 90-day plan to improve it.
How did your people answer?
“On a scale of 0–10, how likely are you to recommend this organisation as a place to work?”
Only whole numbers from 0 to 10 are counted.
Enter your survey results on the left to see your score.
0% promoters − 0% detractors = 0 · 0 responses
Fewer than 10 responses — treat this score as indicative only.
How to calculate eNPS
Your Employee Net Promoter Score comes from a single survey question: “On a scale of 0 to 10, how likely are you to recommend this organisation as a place to work?” Group the answers into promoters, passives and detractors, then subtract the percentage of detractors from the percentage of promoters.
Worked example: 200 employees answer the survey. 90 score 9 or 10 (45% promoters), 70 score 7 or 8 (35% passives) and 40 score 6 or below (20% detractors). Your eNPS is 45 − 20 = +25. Passives are counted in the total, but are not added or subtracted.
Promoters
Loyal, motivated people who would actively recommend you as an employer.
Passives
Broadly satisfied but not enthusiastic. They could be tempted away by a better offer.
Detractors
Unhappy or disengaged. They are the most likely to leave and to speak negatively about you.
What is a good eNPS score?
eNPS can be anywhere from −100 (everyone is a detractor) to +100 (everyone is a promoter). Use these ranges as a guide, but remember that the trend matters more than any single number. A score that climbs from −5 to +15 tells a better story than a flat +20.
| Score | Rating | What it usually means |
|---|---|---|
| Above +50 | Excellent | A strong, advocacy-led culture. Protect what is working and keep listening. |
| +30 to +50 | Very good | Most people would recommend you. Focus on turning passives into promoters. |
| +10 to +30 | Good | Healthy, with clear room to grow. Look for patterns by team, site or tenure. |
| 0 to +10 | Fair | Promoters and detractors are roughly balanced. Read the comments to find the main drivers. |
| Below 0 | Needs attention | More people would warn friends off than recommend you. Act quickly and visibly on the feedback. |
What is an eNPS survey?
An eNPS survey measures how loyal and engaged your employees are by asking whether they would recommend your organisation as a place to work. It borrows the method of the customer Net Promoter Score (NPS), which makes it quick to run, easy to answer and simple to compare over time.
eNPS — Employee Net Promoter Score
- Who answers
- Your employees
- What it measures
- Loyalty to, and engagement with, the organisation
- What it is used for
- Improving retention, engagement and performance
NPS — Net Promoter Score
- Who answers
- Your customers
- What it measures
- Loyalty to a brand, product or service
- What it is used for
- Customer experience, marketing and growth planning
Why measure employee Net Promoter Score?
Spot retention risks early
Detractors are the people most likely to leave. A falling eNPS is often the first warning sign, months before resignations arrive.
Lift engagement and performance
When people see their feedback lead to change, motivation and commitment rise — and that shows up in performance.
Strengthen your employer brand
Promoters tell friends and former colleagues you are a great place to work, which makes hiring easier and cheaper.
How to improve your eNPS
- Ask why. Add one optional open question after the score: “What is the main reason for your answer?” The comments tell you what to fix.
- Share the results. Tell people the score, the main themes and what you will do next. Silence after a survey drives scores down.
- Pick two or three actions. Focus on the biggest drivers, give each one an owner and a date, and report progress.
- Support your managers. Regular one-to-ones, clear goals and recognition from line managers move eNPS more than perks do.
- Measure again. Re-run the survey each quarter so you can see whether your actions are working.
Stop calculating eNPS by hand. Act on it instead.
StaffCircle runs anonymous eNPS pulse surveys for you, calculates your score in real time and links what people say to the goals, one-to-ones and development plans that improve it.
- Automated, recurring eNPS and pulse surveys
- Live scores and trends by team, site and department
- AI Assist summarises comments into clear themes and actions
- Built into performance, feedback and recognition — not a separate tool
eNPS questions, answered
How is eNPS calculated?
Ask employees one question: “On a scale of 0 to 10, how likely are you to recommend this organisation as a place to work?” Count everyone who scored 9 or 10 (promoters) and everyone who scored 0 to 6 (detractors). Your eNPS is the percentage of promoters minus the percentage of detractors. Passives (7 and 8) count towards the total number of responses but are not added or subtracted.
What is a good eNPS score?
eNPS runs from −100 to +100. Anything above 0 means you have more promoters than detractors, which is a positive starting point. As a rule of thumb, 10 to 30 is good, 30 to 50 is very good and above 50 is excellent. Benchmarks vary by sector, size and region, so the most useful comparison is your own score over time.
Why can eNPS be negative?
Because detractors cover seven points of the scale (0 to 6) and promoters only two (9 and 10), it is easy to score below zero. A negative eNPS simply means more of your people would warn friends away than recommend you. It is a signal to dig into the reasons, not a verdict.
How often should we run an eNPS survey?
Most organisations run eNPS quarterly. That is often enough to spot trends and see whether your actions are working, without causing survey fatigue. Shorter pulse checks between full surveys can help after big changes such as a restructure or a new leader.
Should eNPS surveys be anonymous?
Yes. People give more honest answers when they know their score cannot be traced back to them. Report results only for groups large enough to protect anonymity, and always pair the score with an optional open question asking why people chose their number.
How do we improve our eNPS?
Read the comments behind the score, share the results openly and commit to two or three visible actions. Regular one-to-ones, clear goals, recognition and genuine development opportunities move eNPS more than perks do. Then re-survey to show people that their feedback led to change.
What is the difference between eNPS and NPS?
Both use the same 0 to 10 question and maths. NPS (Net Promoter Score) asks customers whether they would recommend your product or service. eNPS asks employees whether they would recommend your organisation as a place to work, so it measures loyalty and engagement inside the business.
See StaffCircle in action
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