This article walks through how to interpret each section of the eNPS Report and use it to uncover actionable insights about employee advocacy and experience. Employer Net Promoter Score (eNPS) is a scoring system designed to help employers measure employee satisfaction and loyalty within their organizations. If you include the eNPS question ("On a scale from 0-10, how likely are you to recommend [Organization] as a great place to work?") in an engagement campaign, you can use the eNPS report to see how employees responded to it.
In this article, you’ll learn how to interpret each part of the eNPS report:
You'll also find a Frequently Asked Questions (FAQs) section at the end of the article to support deeper understanding.
Access and availability
⛔️ Required access to Engagement campaign results.
👥 This article is relevant to HR admins and individuals who are assigned Full and Limited + Groups results visibility.
📦 This feature is available in the Engage, Total Platform, and Legacy Perform pricing packages.
Note
This report only includes quantitative eNPS data. To view responses to the open-ended eNPS follow-up question ("What was the primary reason for your answer?"), refer to the Feedback Report.
eNPS Score
This section displays your organization’s overall eNPS score based on responses to the question: “On a scale from 0–10, how likely are you to recommend [Organization] as a great place to work?”
Employee responses fall into one of three categories:
- Promoters(9–10): Loyal and enthusiastic advocates
- Passives (7–8): Satisfied but unenthusiastic
- Detractors (0–6): Unhappy and unlikely to recommend
The eNPS Score is calculated using the formula: eNPS = % Promoters - % Detractors.
Scores range from -100 to 100. According to Great Place to Work, a good score is anywhere between 10 and 30, and a score of 30 or greater is considered excellent.
Tip
Keep in mind that eNPS is relative—trends over time and comparisons across teams often matter more than one standalone number.
Response Breakdown
This section shows the distribution of responses to the eNPS question across the three categories: Promoters, Passives, and Detractors.
It allows you to:
- Understand how sentiment is spread across the organization
- Identify areas of strength and opportunity in employee satisfaction
- Track whether distributions are shifting after major initiatives or events
Use the "Show full distribution" option to see the percentage of your team who responded each answer to the question (1-10).
eNPS Trend
The eNPS Trend section shows how your score has changed across past engagement campaigns. The X-axis shows engagement campaigns. The Y-axis shows eNPS score. Under the title, you can also see how many points you eNPS changed since the last engagement campaign.
This visualization helps you:
- Visualize shifts in sentiment over time
- Connect engagement efforts to changes in employee loyalty
- Identify broader trends in advocacy, such as improvements or decline during specific time periods
eNPS Breakdown
This section provides a side-by-side comparison of eNPS results across different groups or demographics within your organization. This view is ideal for identifying which groups feel most positive about the organization—and which may need additional attention.
For each group, you’ll see:
- eNPS Score
- % Promoters, Passives, and Detractors
- Response count
Use the “Compare by” filter in the top-right corner to break down results by department, location, manager, tenure, or other key attributes.
What's Next?
Now that you’ve learned how to analyze results in the eNPS Report, explore the articles below to learn how to use the other reports.
Frequently Asked Questions (FAQs) ❓
When eNPS is added to an engagement campaign, respondents will be asked, "On a scale from 0-10, how likely are you to recommend [Organization] as a great place to work?" Respondents answer this question on a 10-point Likert scale with 0 being very unlikely to 10 being very likely.
The system generates a score using the responses to this question, first by sorting ratings into three categories: Promoters, Passives, and Detractors.
- Promoters are those employees who are highly satisfied and likely to recommend your organization as a place to work. Employees who responded with scores of 9 or 10 fall into this category.
- Passives are employees who are satisfied enough to be content but may not be entirely engaged. These employees are not likely to recommend the organization as a workplace. Still, they may not speak negatively about the company. Employees who responded with scores of 7 or 8 fall into this category.
- Detractors are those who are unlikely to recommend their organization, which may indicate some level of employee dissatisfaction. The risk of detractors leaving the business is high, and swift action is necessary to prevent this from happening. Employees who responded with scores between 0-6 fall into this category.
The score is calculated by subtracting the percentage of employees that responded as detractors from the percent of employees that responded as promoters:
eNPS = % Promoters - % Detractors
eNPS scores can range from -100 to 100. According to Great Place to Work, a good score is anywhere between 10 and 30, and a score of 30 or greater is considered excellent.
Example
An organization has 150 employees, 78 (55%) of whom are Promoters and 30 (20%) of whom are Detractors.
eNPS = % Promoters - % Detractors
eNPS = 55 - 20
eNPS = 35
In this example, the eNPS score is 35, which is considered excellent. It indicates that the organization has a significantly higher percentage of employees who are enthusiastic about recommending their workplace compared to those who would not. A score in this range reflects a healthy workplace culture, strong employee engagement, and satisfaction. To maintain or improve this score, the organization should continue its efforts in fostering a supportive and engaging work environment.
A negative eNPS means you have more Detractors than Promoters. This is a signal to investigate root causes and take focused action.
According to Great Place to Work, a good score is anywhere between 10 and 30, and a score of 30 or greater is considered excellent.
Keep in mind that eNPS is relative—trends over time and comparisons across teams often matter more than one standalone number.
If a group doesn't meet the organization's confidentiality threshold, their results are hidden to protect employee anonymity.
Open-text feedback for the follow-up eNPS question is located in the Feedback Report, not in the eNPS Report.