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eNPS survey template

The eNPS question on its 0 to 10 scale, two follow-up questions and a tally sheet for the organizer, to fill in, copy or print.

TemplateWhat you type stays in your browser.

The question

On a scale of 0 to 10, how likely are you to recommend this company as a place to work?

0 = not at all likely10 = extremely likely

The follow-up
Tally sheet

For the organizer, once the answers are in.

Columns: Group, Count, Share of responses. 4 rows.

Promoters (9 or 10)

Passives (7 or 8)

Detractors (0 to 6)

All responses

Last updated

An eNPS survey asks one question and nets the answers.

eNPS, the employee Net Promoter Score, is a single-question measure: how likely an employee is, on a scale from 0 to 10, to recommend the company as a place to work. Because it is one question, most people answer it, and you get a trend you can follow from round to round.

The score is the percentage of promoters, who answer 9 or 10, minus the percentage of detractors, who answer 0 to 6. Passives, who answer 7 or 8, count in the base but not in the score. The number shows direction and never the reason, which is why this template adds two follow-up questions.

Here is how to use the eNPS survey template in five steps.

  1. Ask the question as written. Use the standard wording and the full 0 to 10 scale, so your score means the same thing from one round to the next.

  2. Add the follow-up. Ask for the main reason behind the score. Without it you have a number and no explanation.

  3. Keep it anonymous. Collect no names, and report only groups large enough that no answer can be traced.

  4. Tally and work out the score. Count promoters, passives and detractors, turn each count into a share of all responses, and subtract detractors from promoters.

  5. Compare with your last round. Your own trend says more than a benchmark. Read the reasons from detractors and passives first.

Here is a worked example with invented names.

Take an invented company, Quillhaven Software. Of its 120 employees, 100 answer. Forty give a 9 or 10, 35 give a 7 or 8, and 25 give 6 or lower.

Promoters are 40% of responses and detractors are 25%, so the eNPS is 40 minus 25, which is +15. The previous round was +22. Of the 25 detractors, 14 name unclear priorities since the reorganization as the main reason.

The drop of seven points says something changed, and the follow-up answers say what. Quillhaven gives each team written priorities for the quarter and books the next round in three months.

These mistakes spoil an eNPS survey.

  • Dropping the follow-up question, which leaves a score nobody can act on.
  • Changing the wording or the scale, so the score cannot be compared with the last round.
  • Counting passives as promoters. They sit in the base and are left out of the score.
  • Comparing your score with a published benchmark from a different industry or country.
  • Reporting the score for a team of four, where one changed answer swings the number.

The scale runs from 0 to 10. Scores of 0 to 6 are detractors, 7 and 8 are passives, and 9 and 10 are promoters.

People ask these questions about eNPS surveys.

The standard question is: on a scale of 0 to 10, how likely are you to recommend this company as a place to work? Some companies add a second question about recommending the company's products, and keep the two scores separate.

These glossary terms explain the ideas behind it.

  • Employee Net Promoter Score (eNPS)

    eNPS is a single-question engagement measure: how likely an employee is, on a zero to ten scale, to recommend the company as a place to work.

  • Employee engagement

    Employee engagement is how committed and involved people are in their work and their company, beyond simply doing the tasks assigned to them.

  • Pulse survey

    A pulse survey is a short, frequent survey, often a handful of questions sent monthly or quarterly, used to track sentiment between full engagement surveys.

  • Survey fatigue

    Survey fatigue is the fall in response rate and answer quality that follows asking people the same questions too often, especially when nothing visibly changes afterwards.

  • Benchmark

    A benchmark is a reference value from outside your company, used to judge whether your own number is high or low.

These pages on this site go deeper.

These templates pair well with this one.

Put a score on how your team feels.

Turn promoter, passive and detractor counts into an eNPS you can track over time, with the free calculator.

Calculate your eNPS

Free, no signup required.

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