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eNPS surveyPeople decisions shouldn’t rely on impressions

When leaders rely on impressions, conversations about people rarely move forward. Employee Net Promoter Score (eNPS) gives HR and leaders one clear, comparable signal of employee advocacy — not a full picture, but a common baseline for dialogue, follow‑up and prioritisation across teams.
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Real people with real expertise behind you

Trusted by organisations of every size, across every industry

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One question to move discussions forward

eNPS provides a clear, comparable signal of employee advocacy across teams and time — enabling organisations to prioritise where deeper engagement insight is needed.  

Not sure where to start?There is more to a good survey than the questions

Many HR teams spend time designing surveys — and still end up with results that are hard to act on. A short walkthrough with one of our experts can help you identify what to measure, how to structure it and what good follow-up looks like in practice.
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eNPS solutionUse eNPS as a signal
— not a standalone score

An eNPS score only becomes valuable when it is put into context. Peoplexact combines the eNPS question with structured follow‑up, enabling HR and leaders to understand what drives advocacy — and where leadership, communication or priorities need adjustment.
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Establish a simple, shared measure across the organisation. 
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Understand what drives promotors, passives and detractors.
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Track shifts over time with a consistent method.
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Use eNPS as input for dialogue and action.

What eNPS helps leaders decide

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Where trust is strengthening or weakening

Use eNPS to see whether employees are becoming stronger advocates — or more hesitant — over time. The direction of the score helps leaders understand how trust and confidence in the organisation are developing.  
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Whether leadership initiatives are landing as intended

Changes in eNPS can indicate how leadership decisions, communication and priorities are experienced in practice — not just how they were intended.  
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When to stay the course or dig deeper

A stable eNPS suggests alignment, while a shift tells you something is worth exploring further. The score helps you decide when further investigation is needed — and when it is not. 
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Which teams need leadership attention right now

eNPS helps leaders identify teams and employee groups where advocacy is shifting — highlighting where focused dialogue and follow‑up is needed.  
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eNPS impactA clear signal that supports confident leadership decisions

eNPS creates value by giving organisations a simple, shared signal of employee advocacy. Used over time, it helps leaders prioritise attention, identify early shifts in trust and focus dialogue where it matters most — before issues escalate or become harder to address.  
Stronger advocacy

Employees identified as ambassadors are significantly more likely to actively recommend their organisation as a workplace.

Source: Peoplexact Insights

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Reduced risk of turnover

Ambassadors show a markedly lower likelihood of leaving the organisation compared to non‑ambassadors.

Source: Peoplexact Insights

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Engagement drives advocacy

Highly engaged employees are far more likely to become ambassadors — strengthening advocacy across the organisation.

Source: Peoplexact Insights

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Stronger customer satisfaction

Organisations that deliver a strong employee experience achieve significantly higher levels of customer satisfaction.

Source: MIT Center for Information Systems Research, 2017

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What eNPS is — and what it is not

Used alongside employee engagement surveys and pulse tracking, eNPS helps organisations combine signal, trend and root cause — all in one platform.

eNPS is

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A clear signal of overall employee advocacy
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A shared reference leaders and HR can align on 
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A fast way to track shifts in trust and confidence over time 
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A starting point for focused leadership dialogue
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An early warning when something has changed 

eNPS is not

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A full engagement analysis 
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A score to optimise in isolation
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A replacement for deeper engagement measurements
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Actionable on its own — it tells you where, not why
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A reliable platform built for continuous people insightsUse eNPS to prioritise leadership attention

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We've got you covered

You're never on your own

From onboarding to follow-up, you have direct access to a team that knows the platform inside out. Got a question about your results? Need help planning your next survey? We're ready when you are.

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Safe to answer. Reliable to act on.

Peoplexact tracks teams, not individuals. Your data stays in Denmark, and every survey is built to protect anonymity — so your employees feel safe to answer honestly, and you get results you can actually rely on.

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Book a demoKnow where leadership attention is needed

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Get a shared view of how employees perceive the organisation
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Focus leadership attention where it matters most 

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 Use eNPS to decide where to look deeper 

Common questions about eNPS surveys

What is employee net promoter score (eNPS)?
Employee Net Promoter Score (eNPS) is a simple survey‑based metric that shows how likely employees are to recommend their organisation as a place to work. The score provides a high‑level signal of employee advocacy and helps organisations decide where deeper engagement insight is needed.  
No. eNPS is not a full engagement measure. It works best as a complementary signal alongside employee engagement surveys, helping organisations identify where deeper insight and follow‑up may be needed.
 eNPS is particularly useful when you need a fast, comparable signal across teams or over time. It helps leaders prioritise where to look closer — for example after change, during growth, or between larger engagement surveys.
eNPS can be used on its own to track trends in employee advocacy, but it delivers the most value when combined with additional questions, pulse surveys or engagement measurements that provide context and explain why the score changes.  

 eNPS supports leadership decisions by providing one shared signal that helps prioritise attention across teams. It reduces reliance on impressions and makes it easier to agree on where deeper engagement insight is needed.

Other solutionsMeasurement works best in context — explore related solutions