Employee Net Promoter Score (eNPS) calculator

eNPS starts from one survey question, usually phrased as "How likely are you to recommend this organization as a place to work?" on a 0-10 scale. Enter how many respondents fall into each of three groups: promoters, passives, and detractors.

If you only have raw 0-10 scores and haven't sorted them yet, group them first: 9 and 10 are promoters, 7 and 8 are passives, 0 through 6 are detractors. That grouping is the standard construction of the metric, not a judgment call you make per survey.

eNPS = % promoters − % detractors, using percentages of total respondents (passives count toward the total but drop out of the subtraction). The result ranges from −100 to 100 and is a score, not a percentage itself.

An eNPS score is a snapshot of one question, not a full engagement measure. Two organizations can post the same score for different reasons — one because most people are quietly satisfied, another because a polarized group of vocal promoters offsets an equally vocal group of detractors — and the single number won't tell you which situation you're in.

We haven't put a benchmark range on this page for what counts as a strong or weak score. Public eNPS benchmark figures come from different survey providers using different samples and question wording, and importing one into your own results without knowing how it was collected treats an apples-to-oranges comparison as a like-for-like one.

Track the number against your own history first. A move from 5 to 15 over two survey cycles tells you more about direction than a single reading compared against an outside average.

It converts counts you already have into a score. It doesn't run the underlying survey, weight responses by department size, or explain why detractors answered the way they did — that requires the open-ended or follow-up questions many eNPS surveys pair with the rating.

Run the same three-group question on a fixed schedule and log promoter, passive, and detractor counts next to headcount at the time. What matters most is whether those counts are shifting cycle to cycle, not where the score lands next to any outside figure.

Pair the score with the open-ended follow-up most eNPS surveys use, something like "What's the main reason for your score?", and read those answers before deciding the number means anything by itself. Segment by team or tenure when group sizes allow it — a single company-wide eNPS can hide one team dragging the average down while the rest are fine.