2DAYSMOOD

The work environment is changing rapidly. The job market certainly remains tight. It is difficult to get new employees, and you don’t want to lose your employees at any cost. In today’s business environment, it is crucial to focus not only on productivity, but also on employee well-being. The employee Net Promoter Score (eNPS) is a powerful metric that gives your organization valuable insights about being an employer. So find out how to measure eNPS, why it is so important, and receive valuable tips on how to increase this score using innovative software.

What is the eNPS?

The eNPS is not just a number; it is a key indicator that measures employee loyalty and satisfaction. However, it also measures how well you are doing as an employer. Developed as a variation of the well-known Net Promoter Score (NPS), the eNPS focuses specifically on the employment relationship within organizations. Therefore, with the eNPS, you ask your employees the question, “How likely are you to recommend this organization as an employer?”

A high eNPS rating suggests not only satisfaction, but also employee engagement and loyalty. This surely makes it a valuable measure for measuring employee happiness and identifying areas for improvement. If you have a high score, then you know that your employees are satisfied with the organization as an employer. However, if you have a low score, there is still work to be done!

How can you measure eNPS?

Measuring the eNPS involves more than just asking the question. It starts with collecting structured feedback from employees on various aspects of their work experience. This can be done through surveys, interviews or interactive, HR-focused software.

To measure eNPS, ask the question: “How likely are you to recommend this organization as an employer?” Employees can give a score from 1-10. Employees who give a 1 through 6 are detractors, employees with a 7 or 8 are passives, and those with an 9 or 10 are promoters. To calculate the eNPS, do the following math: the % promoters – the % detractors = the eNPS.

So you can calculate the eNPS by reducing the percentage of employees who are promoters (very likely to recommend) by the percentage of detractors (not likely to recommend). The result is a net figure that can range from -100 to +100.

Example: the outcome of your question has a distribution of 60% promoters, 20% passives and 20% detractors. Then you get the following math: 60% promoters – 40% detractors = an eNPS of 40.

3 steps to improve the eNPS

If you have measured the eNPS, you know where you stand. But regardless of the outcome, it is good to investigate where the (dis)satisfied people are and what factors of employee happiness they are or are not satisfied with. To then be able to improve the eNPS in a targeted way, you can follow the following steps.

Step 1: frequent feedback

Regular feedback sessions allow employees to voice their opinions. If you also take action on this feedback, employees feel heard. This strengthens trust in the organization and communication and contributes to a positive work environment. In addition, employees who can and dare voice their opinions are often more involved in the organization, and thus are less likely to leave.

Step 2: measure the eNPS regularly

Many organizations conduct employee satisfaction surveys, eNPS or other HR measurements only once in a while. And although measuring sometimes is still better than not measuring at all, short-cycle measurement gives you a much more realistic picture of the situation. If you are not satisfied with the score at baseline and you put in place targeted interventions to improve it, with 2DAYSMOOD you can measure in real time what effect this has on the eNPS.

With this HR software, you not only regularly ask how your employees are doing. You can also ask targeted in-depth questions on the themes relevant to you. In this way, you can see what trends are going on in your organization and get to work on them immediately. Do you see a lot of work stress? Then make sure you intervene immediately. This also ensures that employees feel that the organization cares about them and that they are appreciated. And that in turn results in an improvement in the eNPS.

Stap 3: reflect on your working conditions

The most well-known employee benefit is, of course, salary. But there are many other elements that can influence employee happiness and thus the eNPS. For example, offering flexible working hours and promoting a healthy work-life balance contributes to employee well-being. This translates to a higher eNPS. The Employee Happiness Model, developed in collaboration with Utrecht University, identifies 15 factors that you, as an employer, can influence that influence employee happiness. Get to work with these, and you will see that the eNPS increases!

Effectively measure and improve the eNPS

At a time when retaining talent and creating a positive work environment are crucial, the eNPS is proving to be an indispensable measure. Measuring, understanding and improving eNPS is an ongoing process that enables organizations to engage and retain their employees.

Using advanced eNPS and employee happiness software simplifies and optimizes the process. If you continue to strive for a work environment where employees can perform at their best and are happy, you will not only increase eNPS, but also foster a company culture that inspires employees to do their best work. And that’s the key to success in the modern business world.

Discover the power of the eNPS, measure your team’s employee happiness and build a future where satisfied and engaged employees drive organizational success!

See how 2DAYSMOOD’s tool makes measuring eNPS easy AND fun!

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