eNPS Calculator
Calculate your employee Net Promoter Score in seconds. Enter how many people answered 9–10 (promoters), 7–8 (passives), and 0–6 (detractors) on the "would you recommend working here?" question, and get your score on the −100 to +100 scale.
100 responses total. Passives count toward the total but don't move the score.
Your eNPS
+25
% promoters (45%) − % detractors (20%)
How to read it
Good
Clearly more promoters than detractors. Keep doing what's working.
Bands are common rules of thumb, not universal benchmarks — your own trend over time and the gaps between teams are the more useful reads.
The eNPS formula
eNPS = % promoters − % detractors
Both percentages are taken of all responses, including passives. So 45 promoters, 35 passives, and 20 detractors out of 100 responses gives 45% − 20% = +25. The score is a whole number between −100 (everyone is a detractor) and +100 (everyone is a promoter) — in practice both extremes are vanishingly rare.
Reading the score honestly
eNPS compresses a workforce's sentiment into one number, which is both its appeal and its weakness. It's genuinely useful for tracking a trend over time and comparing teams or managers inside the same company. It's much less useful as an absolute grade: industries, regions, and survey mechanics shift the baseline, so chasing someone else's benchmark is a distraction. And because it's aggregate and anonymous, it can't tell you who is unhappy — a stable score can coexist with your single most important engineer updating their LinkedIn profile. We cover what eNPS can and can't do in the full eNPS guide, and where it fits in a broader scorecard in employee retention metrics & KPIs.
Making the number move
- Always ask why. Pair the 0–10 question with one open-ended follow-up; the verbatims are where the action items live.
- Segment before you react. A company score of +15 with one team at −30 is a management problem wearing an average as a disguise.
- Close the loop visibly. Nothing kills survey participation faster than feedback disappearing into a void — publish what changed because people spoke up.
Frequently asked questions
- How is eNPS calculated?
- eNPS = % of promoters − % of detractors. Promoters answered 9 or 10 to "How likely are you to recommend this company as a place to work?", detractors answered 0 to 6, and passives (7–8) count toward the total but don't move the score. The result ranges from −100 to +100 and is written as a whole number, not a percentage.
- What is a good eNPS score?
- There's no universal benchmark — scores vary by industry, region, and how the survey is run. Common rules of thumb treat anything above zero as acceptable, roughly +10 to +30 as good, and above +40 as excellent. Your own trend over time and the gaps between teams are more informative than any absolute target.
- Why don't passives count in the eNPS formula?
- The Net Promoter framework treats 7–8 answers as lukewarm — satisfied enough not to complain, not enthusiastic enough to promote. Leaving them out of the subtraction makes the score sensitive to strong sentiment on both ends. Passives still matter in practice: a large passive group is an opportunity (or a risk) hiding inside a stable-looking score.
- How often should we measure eNPS?
- Quarterly is the most common cadence — frequent enough to catch trend changes, infrequent enough to avoid survey fatigue. Whatever cadence you choose, keep the question wording and timing consistent so the trend stays comparable, and always pair the score with an open-ended follow-up question asking why.
- Can eNPS predict employee turnover?
- Only loosely. eNPS is aggregate and anonymous by design, so it describes group sentiment, not individual intent — a team can post a fine score while its most critical person is quietly interviewing. Treat eNPS as a directional signal to be paired with individual-level leading indicators of flight risk, not as an early-warning system on its own.
Turnover is cheaper to prevent than to calculate.
TeamPredict flags resignation risk early from public LinkedIn signals — giving you lead time to retain your best people before they hand in notice.
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