Employee Net Promoter Score Template

Use this Employee Net Promoter Score (eNPS) Survey Template when you need a simple, comparable metric for employee advocacy and retention risk.

It is designed for HR and People Ops teams who want to track trend direction, identify root causes, and convert feedback into visible improvements.

Core eNPS question and follow-up prompts

Use this standard question:

How likely are you to recommend this company as a place to work?
Scale: 0 (Not at all likely) to 10 (Extremely likely).

Add two follow-ups:

• What is the main reason for your score?
• What is one thing we should improve in the next quarter?

Optional segment fields (non-identifying):

• team or function,
• tenure band,
• role level,
• location or work model.

eNPS scoring model

Classify responses:

• Promoters: score 9 to 10
• Passives: score 7 to 8
• Detractors: score 0 to 6

Formula:

eNPS = %Promoters - %Detractors

Example:

• Promoters: 46%
• Detractors: 21%
• eNPS: +25

Track trend over time rather than treating one score as final truth.

Suggested cadence and ownership

Quarterly cadence works best for most teams:

1. Week 1: launch survey for 5 to 7 days.
2. Week 2: analyze score + open-text themes.
3. Week 3: manager and leadership review.
4. Week 4: publish actions and owners.

Ownership model:

• People Ops: design, quality checks, reporting.
• Managers: team-level action plans.
• Leadership: prioritization and resource support.

How to segment eNPS meaningfully

Segment by:

• team or department,
• tenure (0-6 months, 6-24 months, 24+ months),
• role level,
• location.

Watch for:

• strong global score with one weak team,
• good score among new hires but weak score among long-tenure employees,
• high passive share (often a hidden warning despite acceptable eNPS).

30-60-90 day follow-up plan

By Day 30

• Share overall eNPS and top 3 themes.
• Identify top detractor pain points.
• Assign one owner for each priority area.

By Day 60

• Launch targeted actions (for example: manager coaching, workload balancing, communication routines).
• Share progress update with employees.
• Confirm whether teams with low scores have specific support plans.

By Day 90

• Run a short re-pulse (same core question + one follow-up).
• Compare changes in detractor ratio and promoter ratio.
• Keep, adjust, or replace interventions based on results.

Common mistakes to avoid

• Changing the core eNPS question wording between rounds.
• Running eNPS without open-text follow-up.
• Publishing only the score without action plan.
• Focusing only on overall score and ignoring segment gaps.
• Treating passives as neutral noise instead of improvement opportunity.

Helpful resources

Use free-text question guidance, multilingual surveys, and webhooks if you need automated routing of responses.

Then read employee engagement survey and employee net promoter score (eNPS) for additional benchmark and interpretation context.