Skor Promotor Bersih Karyawan

Skor promotor bersih karyawan (eNPS) adalah metrik yang digunakan untuk mengukur loyalitas dan kepuasan karyawan dalam suatu organisasi. Hal ini didasarkan pada sistem Net Promoter Score (NPS) yang dikembangkan oleh Bain & Company, Satmetrix Systems, Inc. dan Fred Reichheld, yang pada awalnya mengukur loyalitas pelanggan.

Seperti NPS, eNPS terdiri dari satu pertanyaan yang meminta karyawan untuk memberi nilai, dengan skala dari nol hingga sepuluh, seberapa besar kemungkinan mereka akan merekomendasikan organisasi tersebut sebagai tempat kerja. Sistem ini kemudian mengkategorikan penilaian ke dalam tiga kelompok: promotor (mereka yang memberi nilai 9-10), pasif atau netral (mereka yang memberi nilai 7-8), dan pencela (mereka yang memberi nilai 0-6).

What is employee net promoter score?

Employee Net Promoter Score (eNPS) is a simple way to measure how likely your employees are to recommend your company as a place to work. It reflects their overall satisfaction and loyalty.

Based on one question: “How likely are you to recommend this company to a friend or colleague?”
Responses are given on a scale from 0 to 10
Employees are categorized as Promoters (9–10), Passives (7–8), or Detractors (0–6)
The score is calculated by subtracting the percentage of Detractors from the percentage of Promoters

eNPS helps companies understand employee sentiment and improve engagement and retention strategies.

Apa saja manfaat dari skor promotor bersih karyawan?

The Employee Net Promoter Score (eNPS) offers a simple yet powerful way to measure how employees feel about their workplace. It helps organizations act quickly on feedback, improve retention, and build a stronger culture through continuous listening.

Offers a single, easy-to-track metric to understand overall employee satisfaction and loyalty
Brings attention to dissatisfaction, disengagement, or team challenges before they affect productivity or retention
Encourages openness and dialogue between employees and leadership through structured check-ins
Helps HR teams make informed decisions based on real-time employee feedback
Keeps top performers engaged by showing that their opinions matter
Reduces turnover and hiring costs by improving employee experience
Enables ongoing refinement of policies, communication, and company culture based on actual employee insights

Apa yang dimaksud dengan skor promotor bersih karyawan yang baik?

A good Employee Net Promoter Score (eNPS) reflects high employee satisfaction and loyalty. While the ideal score varies by industry, a positive score generally indicates healthy engagement.

+10 to +30 is considered good
+30 to +50 is very good
50+ indicates excellent loyalty

Bagaimana cara meningkatkan skor promotor bersih karyawan?

Improving eNPS starts with listening to employees and acting on their feedback. Creating a culture of trust and recognition plays a big role.

Conduct regular eNPS surveys
Act on feedback transparently
Offer career growth opportunities
Improve communication and recognition

Apa saja tantangan dalam menerapkan sistem net promoter karyawan?

While eNPS is easy to set up, ensuring effectiveness comes with hurdles such as trust gaps and lack of follow-through.

Lack of honest feedback due to fear
Misinterpretation of scores or feedback
Failure to act on survey insights
Infrequent or inconsistent measurement

Bagaimana cara menghitung skor promotor bersih karyawan?

eNPS is calculated using a single-question survey. You subtract the percentage of detractors from promoters to get the score.

Promoters: score 9–10
Passives: score 7–8
Detractors: score 0–6
eNPS = % Promoters: % Detractors

Apa pertanyaan tentang skor promotor bersih karyawan terbaik?

The best questions are simple, open-ended, and aimed at gathering both quantitative and qualitative insights.

“How likely are you to recommend this company as a workplace?”
“What’s the main reason for your score?”
“What can we do to improve your experience?”

Bagaimana cara menetapkan tolok ukur skor promotor bersih karyawan?

Benchmarks help measure progress over time. You can set internal benchmarks or compare with industry standards.

Use past eNPS results as a baseline
Benchmark against similar companies
Adjust goals as culture evolves

Survei denyut nadi karyawan:

Ini adalah survei singkat yang dapat dikirim secara berkala untuk mengetahui pendapat karyawan Anda tentang suatu masalah dengan cepat. Survei ini terdiri dari lebih sedikit pertanyaan (tidak lebih dari 10) untuk mendapatkan informasi dengan cepat. Survei ini dapat diberikan secara berkala (bulanan/mingguan/triwulanan).

Pertemuan empat mata:

Mengadakan pertemuan berkala selama satu jam untuk mengobrol secara informal dengan setiap anggota tim adalah cara terbaik untuk mengetahui apa yang sebenarnya terjadi dengan mereka. Karena ini adalah percakapan yang aman dan pribadi, ini membantu Anda mendapatkan detail yang lebih baik tentang suatu masalah.

eNPS:

eNPS (skor Net Promoter karyawan) adalah salah satu cara yang paling sederhana namun efektif untuk menilai pendapat karyawan tentang perusahaan Anda. Ini mencakup satu pertanyaan menarik yang mengukur loyalitas. Contoh pertanyaan eNPS antara lain: Seberapa besar kemungkinan Anda akan merekomendasikan perusahaan kami kepada orang lain? Karyawan menjawab survei eNPS dengan skala 1-10, di mana 10 menunjukkan bahwa mereka 'sangat mungkin' merekomendasikan perusahaan dan 1 menunjukkan bahwa mereka 'sangat tidak mungkin' merekomendasikannya.

Berdasarkan jawaban yang diberikan, karyawan dapat ditempatkan dalam tiga kategori yang berbeda:

Promotor
Karyawan yang memberikan tanggapan positif atau setuju.
Pengkritik
Karyawan yang bereaksi negatif atau tidak setuju.
Pasif
Karyawan yang bersikap netral dalam memberikan tanggapan.

Bagaimana cara mengukur skor promotor bersih karyawan?

Measuring eNPS involves asking the right question, collecting responses, and analyzing results regularly.

Use a 0–10 scale survey
Keep responses anonymous
Collect open-ended feedback
Track changes over time

Apa perbedaan utama antara NPS dan eNPS?

While both NPS (Net Promoter Score) and eNPS (Employee Net Promoter Score) use the same scoring method, they serve different purposes. NPS focuses on customer loyalty, whereas eNPS measures employee satisfaction and engagement. Understanding the distinction helps organizations take the right actions for both audiences.

Audience: NPS targets customers to assess brand loyalty, while eNPS focuses on employees to gauge workplace satisfaction.
Purpose: NPS helps businesses understand customer retention and brand perception; eNPS helps improve internal culture and employee retention.
Question Format: NPS asks, “How likely are you to recommend our product/service?” while eNPS asks, “How likely are you to recommend this company as a workplace?”
Application: NPS is used in marketing and customer success strategies; eNPS is used in HR, employee engagement, and organizational development.
Impact Area: NPS drives customer experience improvements, while eNPS drives employee experience and workplace culture enhancements.