[Surveys](https://www.teampredict.ai/templates#surveys) # 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. Survey round Team (optional) **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** What is the main reason for your score? What is one thing that would raise your score by one point? **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 eNPS: the share of promoters minus the share of detractors Last updated October 14, 2026 ## 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. _Figure: How to use the eNPS survey template in 5 steps. Step 1: Ask the question as written. Step 2: Add the follow-up. Step 3: Keep it anonymous. Step 4: Tally and work out the score. Step 5: Compare with your last round._ 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. _Figure: A filled-in example. Quillhaven Software, an invented company: one eNPS round. Responses: 100 of 120 employees. Promoters (9 or 10): 40, which is 40%. Passives (7 or 8): 35, which is 35%. Detractors (0 to 6): 25, which is 25%. eNPS: 40% − 25% = +15, down from +22. Main reason from detractors: Unclear priorities since the reorganization, 14 of 25. What Quillhaven did: Gave each team written priorities for the quarter and booked the next round in three months._ 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. _Figure: The eNPS scale from 0 to 10. Scores of 0 to 6 are detractors, 7 and 8 are passives, and 9 and 10 are promoters. eNPS is the percentage of promoters minus the percentage of detractors; passives count in the base but not in the score._ ## People ask these questions about eNPS surveys. ### What is the eNPS question? 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. ### How do you calculate eNPS? Count the promoters (scores of 9 or 10) and the detractors (scores of 0 to 6). Divide each count by the total number of responses to get a percentage, then subtract the detractor percentage from the promoter percentage. The result is a number between minus 100 and plus 100. ### What is a good eNPS score? Any score above zero means promoters outnumber detractors. Beyond that, published benchmarks vary by industry and country and rarely describe who was surveyed, so the most useful comparison is your own score over time. ### How often should you run an eNPS survey? Quarterly is common, and twice a year is enough for a stable company. Because it is a single question it can run more often than a full engagement survey, as long as you report back each time. ### Should eNPS be anonymous? Yes. The question asks for a blunt judgment of the employer, and people soften the score when their name is attached. Keep the answers anonymous and report only groups large enough to protect each person. ## These glossary terms explain the ideas behind it. - [Employee Net Promoter Score (eNPS)](https://www.teampredict.ai/glossary/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](https://www.teampredict.ai/glossary/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](https://www.teampredict.ai/glossary#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](https://www.teampredict.ai/glossary#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](https://www.teampredict.ai/glossary#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. - [eNPS formula and scale](https://www.teampredict.ai/blog/employee-net-promoter-score) - [Engagement strategies that reduce turnover](https://www.teampredict.ai/blog/employee-engagement-strategies) ## These templates pair well with this one. - [Pulse survey template](https://www.teampredict.ai/templates/pulse-survey) Five rated statements, one open question and a slot to swap each round. - [Employee engagement survey template](https://www.teampredict.ai/templates/employee-engagement-survey) Fifteen rated statements in five themes, plus two open questions. - [Employee satisfaction survey template](https://www.teampredict.ai/templates/employee-satisfaction-survey) Eleven items rated from very dissatisfied to very satisfied, plus two open questions. ## 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](https://www.teampredict.ai/tools/enps-calculator) Free, no signup required. About TeamPredict TeamPredict is retention early-warning software that flags resignation risk from public LinkedIn signals, so you have lead time to keep the people you want to keep. [See how TeamPredict works](https://www.teampredict.ai/retention-software) [Back to the HR templates](https://www.teampredict.ai/templates), where all 22 are listed.