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eNPS

In today's competitive business landscape, retaining and engaging top talent is more important than ever. But how do you truly gauge the sentiment of your employees and understand their overall satisfaction with their work experience? Enter the Employee Net Promoter Score (eNPS). This simple yet powerful metric has become a go-to tool for organizations seeking to measure employee engagement and loyalty, ultimately leading to improved performance and a thriving workplace.

What is eNPS?

eNPS stands for Employee Net Promoter Score. It is a metric used to measure employee engagement and loyalty by asking one simple question: "On a scale of 0 to 10, how likely are you to recommend this company as a place to work?"

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What are the benefits of using eNPS?

eNPS are beneficial because:

Measures employee engagement and loyalty: eNPS provides a simple and effective way to gauge how employees feel about their work and the company.
‍Identifies areas for improvement: The eNPS can help companies identify areas where they need to improve to create a more positive work environment.
‍Tracks progress over time: By measuring eNPS regularly, companies can track their progress and see how their efforts to improve employee engagement are paying off.
‍Benchmarks against industry standards: The eNPS can be used to benchmark a company's performance against industry standards.
‍Improves talent acquisition and retention: A high eNPS can help companies attract and retain top talent.

What are some common mistakes to avoid when using eNPS?

Common mistakes to avoid when using eNPS are:

Not acting on the results: The most important step is to take action on the feedback you receive from your employees.
‍Not communicating the results: Share the eNPS results with your employees and explain what you are doing to address their concerns.
‍Not comparing apples to apples: Make sure you are comparing your eNPS to other companies in your industry and of similar size.
‍Not measuring eNPS regularly: Track your eNPS over time so you can see how your efforts are impacting employee engagement.
‍Using eNPS as the only measure of employee engagement: eNPS is just one measure of employee engagement. It is important to use other measures as well to get a complete picture of employee sentiment.

Where can I find more information about eNPS?

You can find more information on eNPS at:

Fred Reichheld's website: https://www.bain.com/consulting-services/customer-strategy-and-marketing/net-promoter-score-system/
‍The Society for Human Resource Management (SHRM): https://www.shrm.org/hr-today/news/hr-magazine/pages/0313-net-promoter-system.aspx
‍Forbes: https://www.forbes.com/sites/forbestechcouncil/2022/06/07/what-your-net-promoter-score-is-trying-to-tell-you/
‍LinkedIn: https://www.linkedin.com/pulse/what-your-employee-net-promoter-score-kustom-hr

How does eNPS work?

Employees are grouped into three categories based on their response:

Promoters (score 9-10): These are employees who are enthusiastic about their work and are highly likely to recommend the company to others.
‍Passives (score 7-8): These employees are satisfied with their jobs but may not be actively engaged or loyal.
‍Detractors (score 0-6): These employees are unhappy with their jobs and are likely to spread negative word-of-mouth about the company.

The eNPS is calculated by subtracting the percentage of detractors from the percentage of promoters. A higher eNPS indicates a more positive and engaged workforce.

How can companies improve their eNPS?

Companies improve their eNPS by:

Focus on employee engagement: Implement strategies to increase employee engagement, such as providing opportunities for professional development, fostering a positive work environment, and recognizing employee achievements.
‍Communicate effectively: Communicate openly and transparently with employees about company goals, decisions, and changes.
‍Gather employee feedback: Regularly gather feedback from employees through surveys, focus groups, and one-on-one meetings.
‍Take action on feedback: Address employee concerns and take action on feedback to demonstrate that their input is valued.
‍Recognize and reward employees: Recognize and reward employees for their contributions and achievements.

Umfragen zum Puls der Mitarbeiter:

Es handelt sich um kurze Umfragen, die häufig verschickt werden können, um schnell zu erfahren, was Ihre Mitarbeiter über ein Thema denken. Die Umfrage umfasst weniger Fragen (nicht mehr als 10), um die Informationen schnell zu erhalten. Sie können in regelmäßigen Abständen durchgeführt werden (monatlich/wöchentlich/vierteljährlich).

Treffen unter vier Augen:

Regelmäßige, einstündige Treffen für ein informelles Gespräch mit jedem Teammitglied sind eine hervorragende Möglichkeit, ein echtes Gefühl dafür zu bekommen, was mit ihnen passiert. Da es sich um ein sicheres und privates Gespräch handelt, können Sie so mehr Details über ein Problem erfahren.

eNPS:

Der eNPS (Employee Net Promoter Score) ist eine der einfachsten, aber effektivsten Methoden, um die Meinung Ihrer Mitarbeiter über Ihr Unternehmen zu ermitteln. Er enthält eine interessante Frage, die die Loyalität misst. Ein Beispiel für eNPS-Fragen sind: Wie wahrscheinlich ist es, dass Sie unser Unternehmen weiter empfehlen? Die Mitarbeiter beantworten die eNPS-Umfrage auf einer Skala von 1 bis 10, wobei 10 bedeutet, dass sie das Unternehmen mit hoher Wahrscheinlichkeit weiterempfehlen würden, und 1 bedeutet, dass sie es mit hoher Wahrscheinlichkeit nicht weiterempfehlen würden.

Anhand der Antworten können die Arbeitnehmer in drei verschiedene Kategorien eingeteilt werden:

Projektträger
Mitarbeiter, die positiv geantwortet oder zugestimmt haben.
Kritiker
Mitarbeiter, die sich negativ geäußert haben oder nicht einverstanden waren.
Passive
Mitarbeiter, die sich bei ihren Antworten neutral verhalten haben.

How to calculate enps?

The employee net promoter score (eNPS) is a metric used to measure employee loyalty and satisfaction within an organization. It is calculated by surveying employees and asking them how likely they are to recommend their employer to a friend or colleague on a scale of 0 to 10.

To calculate eNPS, follow these steps:

‍

1. Categorize employees: Based on their survey responses, employees are categorized into three groups:

Promoters: Employees who give a score of 9 or 10, indicating they are highly likely to recommend the organization. ‍
Passives: Employees who give a score of 7 or 8, indicating they are neutral about the organization. ‍
Detractors: Employees who give a score of 0 to 6, indicating they are unlikely to recommend the organization.

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2. Calculate percentages: Determine the percentage of employees in each category (promoters, passives, and detractors).

3. Calculate eNPS: The eNPS is calculated by subtracting the percentage of detractors from the percentage of promoters. Passives are not included in the calculation.

eNPS = % of Promoters - % of Detractors

For example, if 50% of employees are promoters and 20% are detractors, the eNPS would be 50% - 20% = 30%.

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