HomeEmployee ExperienceEngagementNeed a new way to measure engagement? It’s here

Need a new way to measure engagement? It's here

  • 2 Min Read

Jill Christensen, Employee Engagement Expert, Best-Selling Author and HRD Thought Leader, explains how people leaders can measure engagement in their organizations with more clarity and to greater effect.

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Engagement is the biggest challenge facing any people leader. While we know the root causes of high engagement in theory, achieving it remains as mysterious and distant a goal for many companies as it ever has.

Jill Christensen, Employee Engagement Expert, Best-Selling Author and HRD Thought Leader, gives you an inside look into how you can get a better handle on employee engagement in your organization, so that you have the tools you need to improve it.

People ask me if there is a way to measure engagement besides using an employee engagement survey.  The answer?  Yes, there is.  eNPS, or Employee Net Promoter Score, is a one-question survey that measures the likelihood of whether an employee would be willing to recommend your organization as a place to work.

What is eNPS?

Originally a way to measure customer loyalty, NPS has been expanded to measure employee loyalty.  And while it’s not meant to be a complete way of measuring employee engagement, because it’s only one question, eNPS is a simple way for a company to get started.

How does it work?  Employees are asked one question: On a scale from 0-10, how likely are you to recommend this organization as a good place to work?  Answers are broken down into three categories: Detractors (0-6), Passives (7-8), and Promoters (9-10).  Your eNPS score – which can range from -100 to +100 – is tallied by subtracting your percent of Detractors from your percent of Promoters.  Passives are not counted because they are considered neutral.

eNPS = % of Promoters minus % of Detractors

What is a good eNPS score?  Anything between +10-50, is considered to be very favorable, but if your score is below 0, don’t beat yourself up.  I just read an article by a consulting firm that has been measuring eNPS for a decade for European and Australian companies.  The average score across their clients is a paltry -10%.  Achieving a positive eNPS is a solid achievement.

What can I do?

Execute eNPS in your organization.  Knowledge is power, my friends.  When you know what your employees think about your culture, you can put a plan in place to improve.  It’s a new year.  Tackle this issue and make improvements, and I promise it will be a year like no other.

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