eNPS Survey
Measure employee loyalty with one core question and score-based follow-ups, so HR and leadership track eNPS trends across the organization before they shift.
Annual engagement surveys take weeks to process, and by the time results reach leadership, employee sentiment may have already changed. Leaders who want a consistent read on employee sentiment throughout the year have no reliable way to collect it between annual survey cycles. Typeform's eNPS survey gives HR a repeatable way to measure employee loyalty with one core question and targeted follow-ups.
The survey covers the core eNPS rating (0–10) and a single follow-up question asking employees to explain their score. Both questions appear one at a time, so respondents complete the rating before explaining it, which produces more authentic scores. Conditional logic branches the follow-up based on score. Detractors see a question about what needs to change, while promoters are asked what they value most about working at your organization.
Customize the follow-up questions and score threshold definitions to align with your organization's eNPS methodology. Share it quarterly via email, Slack, or your HR platform, and the whole survey takes under two minutes to complete. Responses log in Google Sheets via Zapier so your team calculates eNPS, tracks the trend by quarter, and compares by department. A quarterly eNPS trend line tells leadership more about organizational health than any annual report could.
An eNPS (Employee Net Promoter Score) survey measures employee loyalty with a single 0–10 rating. Scores fall into three groups: promoters (9–10), passives (7–8), and detractors (0–6). Subtracting detractors from promoters gives you a single number that shows whether loyalty is net positive or net negative across your workforce. HR teams use eNPS surveys to get a fast, consistent read on employee sentiment.
How employees describe your company to friends and family shapes the employer brand more than any content you control. eNPS directly measures that sentiment before it shows up in Glassdoor reviews or a difficult hiring period. Organizations that track eNPS can spot sentiment shifts early, before they affect their reputation as an employer.
Keep it to just a few questions:
- How likely are you to recommend this company as a place to work? (0–10)
- What's the primary reason for your rating?
- What do you value most about working here?
- Which department or team are you on? (optional)
eNPS scores run from -100 to +100. To calculate your score, take the percentage of promoters (9–10) and subtract the percentage of detractors (0–6). Passives (7–8) don't factor in. A score above +10 is healthy, above +50 is exceptional, and anything below 0 is worth investigating. Track your eNPS score across several quarters before drawing conclusions. Keep in mind that in smaller teams, one or two responses can shift the score significantly without reflecting a real change in sentiment.
Add an optional department or team field so responses can be segmented without removing respondent anonymity. Exporting to Google Sheets via Zapier lets your HR team calculate separate eNPS scores by department. If your overall score is +5 but one team is at -30, the problem isn't company-wide—it's specific, and it needs a targeted response.
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