Understanding eNPS and Its Impact on Employee Engagement
Discover how an Employee Net Promoter Score (eNPS) measures workplace sentiment and boosts engagement. Explore its benefits here!
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Discover how an Employee Net Promoter Score (eNPS) measures workplace sentiment and boosts engagement. Explore its benefits here!
Employee engagement is a cornerstone of a productive and thriving workplace. Organizations turn to the Employee Net Promoter Score (eNPS) — a simple yet powerful tool that measures employee sentiment to gauge how engaged and satisfied employees are. In this article, we explore what eNPS is, how it works, and its role in enhancing employee engagement. By the end, you’ll have actionable insights to implement eNPS surveys and use the results to foster a positive work environment.
eNPS, or Employee Net Promoter Score, is an adaptation of the widely used Net Promoter Score (NPS), originally developed to measure customer loyalty. eNPS assesses how likely employees are to recommend their workplace to others. It’s a quick way to capture employee sentiment and identify areas for improvement in workplace culture and engagement.
At the heart of eNPS is a single question:
“On a scale of 0-10, how likely are you to recommend this company as a great place to work?”
Based on responses, employees are categorized into three groups:
The eNPS score is calculated using the formula:
The result can range from -100 to +100. A positive score indicates more promoters than detractors, signaling a healthier workplace environment.
eNPS is a valuable tool for assessing employee engagement because it:
eNPS offers a useful snapshot and should be complemented with other engagement metrics for a comprehensive understanding.
To make the most of eNPS, follow these best practices:
Once data is collected, analyze the results to:
Leveraging eNPS data effectively can transform employee sentiment and engagement:
eNPS is a powerful starting point for understanding and enhancing employee engagement. Organizations can create a workplace where employees feel valued and motivated by regularly collecting feedback and taking actionable steps. eNPS is just one part of the engagement puzzle; use it alongside other tools and strategies to build a comprehensive approach.
Start your journey to better employee engagement today with Assembly! Schedule your demo now to learn how our platform can help you implement eNPS surveys and boost employee engagement effortlessly.
A good eNPS score varies by industry, but generally, a score above 20 is considered positive, above 50 is excellent, and above 70 is outstanding.
Organizations should aim to conduct eNPS surveys quarterly or biannually to monitor trends and address issues proactively.
No, eNPS should complement other engagement tools. It provides a high-level view but doesn’t capture the depth and nuance of comprehensive engagement surveys.
To improve a low eNPS score:
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore GuideYes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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