Employee NPS (eNPS) Calculator

Employee NPS (eNPS) Calculator

Measure how likely your employees are to recommend your company as a place to work — and understand what that says about engagement, culture, and retention.

Employee Net Promoter Score (eNPS) is one of the most trusted metrics used by HR teams to track employee loyalty. With this calculator, you can turn raw survey responses into a clear, actionable score in seconds.

What Is Employee Net Promoter Score (eNPS)?

Employee Net Promoter Score (eNPS) measures employee loyalty and advocacy. It answers a simple but powerful question:

“How likely are you to recommend this company as a place to work?”

Employees respond on a scale of 0 to 10, and their answers are grouped into three categories:

• Promoters (9–10): Highly engaged, loyal employees
• Passives (7–8): Satisfied but not strongly committed
• Detractors (0–6): Disengaged employees at risk of leaving

The final eNPS score ranges from –100 to +100.

How to Use the Employee NPS Calculator

Using the SkillSauce eNPS calculator is simple and fast.

1. Step 1: Enter survey results
   Add the number of Promoters, Passives, and Detractors from your employee survey.
2. Step 2: Review the score
   The calculator instantly shows your eNPS score, promoter percentage, and detractor percentage.
3. Step 3: Interpret trends
   Use the score directionally — compare results over time, across teams, or locations rather than focusing on a single snapshot.

eNPS Formula (Used in This Calculator)

The formula behind the calculator is straightforward:

Where:

• Promoters = employees who rated 9 or 10
• Detractors = employees who rated 0–6
• Passives are excluded from the calculation

This is the global standard eNPS formula used by HR and people analytics teams.

eNPS Calculation Example

If your survey received 100 responses:

• Promoters: 62 employees → 62%
• Passives: 25 employees → 25%
• Detractors: 13 employees → 13%

What Is a Good eNPS Score?

There is no universal “perfect” score, but these benchmarks help with interpretation:

• Below 0: Serious engagement concerns
• 0 to 10: Neutral employee sentiment
• 10 to 30: Healthy engagement
• 30 to 50: Strong workplace culture
• 50+: Exceptional employee loyalty

Industry, company size, and growth stage matter — trends over time are more important than one-off scores.

Why eNPS Matters for HR & Leadership

eNPS is a leading indicator, not a lagging one.

Tracking eNPS helps organizations:

• Detect disengagement early
• Predict future attrition risk
• Evaluate leadership and culture health
• Measure the impact of HR initiatives
• Strengthen employer branding

A declining eNPS often appears months before employees actually start leaving.

eNPS vs Attrition Rate: What’s the Difference?

eNPS shows how employees feel, while attrition rate shows what employees do.

Used together, these metrics provide a complete picture of workforce health. High attrition without a falling eNPS may indicate market factors, while low eNPS often signals deeper cultural or hiring issues.

Common Reasons for Low eNPS Scores

Low eNPS scores are often linked to:

• Poor role–candidate fit
• Unclear job expectations
• Weak onboarding experiences
• Limited career growth
• Managerial issues
• Biased or rushed hiring decisions

Employee experience starts long before Day 1.

How SkillSauce Helps Improve eNPS

SkillSauce improves eNPS by fixing problems at the hiring stage, not after disengagement begins.

With SkillSauce, teams:

• Hire based on real skills, not resumes
• Reduce mis-hires using structured assessments
• Use AI interviews to ensure consistency and fairness
• Set clear expectations before candidates join
• Build stronger teams with better long-term fit

Better hiring decisions lead to higher engagement, stronger culture, and better eNPS scores.