Our 2-min survey is based on science, it's easy to run and give you exactly what you need; Overview, benchmarks, trends, analysis and actions.
Keep track your employee loyalty and engagement
Zoios’s pulse survey has built-in eNPS measurements. You can look at your eNPS score after each survey.
Compare your organization’s eNPS score against a benchmark of other companies in your industry.
Get benchmarks based on similar companies in your industry.
Break down the score by team, department, or demographics and identify the source of the problem.
Certain events like mergers, change in management, restructuring, and layoffs can all affect your eNPS score. By measuring throughout these period you can get a sense of how much impact they had on your employees’s engagement.
We have already done it for
Net Promoter Score (NPS) surveys became world-famous during the early 2000s because analysts and researchers found that it was a strong predictor of growth and financial success for companies.
In the HR sphere we've invented employee Net Promoter Score (eNPS), which is essentially a question that measures how likely your employees are to promote the workplace and subsequently distributes employees, based on their answers, into 3 groups: Promoters, Passives and Detractors.
This metric has won a lot of recognition. Likely because it's a simple one-question metric (e.g. "How likely are you to recommend Google as a workplace?"). Furthermore, it's been adopted by so many companies across countries and industries, making it easy for executives and board members to relate to.
However, be very mindful that although eNPS correlates with wellbeing and employee satisfaction, it's distinct. You will find happy, thriving employees that won't recommend the workplace and vice versa.
You should really make sure to measure other essential drivers of employee engagement or employee satisfaction to make sure you get a more comprehensive picture of your workplace and people situation.
eNPS is great because it's a simple question and it doesn't require much to measure this in your organization. As we outlined in the previous section, you should measure other factors as well while keeping your survey short and sweet. This also allows you to track eNPS more frequently, which is beneficial to indicate trends and provide more context.
eNPS is rather volatile because of the way it's calculated (if you are curious, you can read more in our knowledge bank). So another way to make sure you and your executives don't get the wrong insights is to measure more frequently to give a more comprehensive picture. These measurements are a snapshot of employee experience and current sentiment, so you should really strive to assess eNPS monthly, bi-monthly or at least quarterly to make it an effective part of your strategy.
eNPS can say a lot. The distribution of scores from 0 to 10 will tell a story regardless of whether it's normally distributed, very polarized, completely flat across the top or something else. But regardless of the distribution of the answers, the employee Net Promoter Score will mostly just tell you whether things are good or bad.
To inform you why things are good or why things are bad for some people, you need to make sure you segment your data into departments and teams to see whether there are patterns. But more importantly, collect comments and qualitative feedback from employees regarding their experiences at work. Without this context, eNPS is just a number.
We can follow the trends and facilitate dialogues to make small or large changes in our everyday work-life - to ensure we accommodate what motivates people and develops them as consultants.
The 3 criteria for eNPS success
Your executives likely know NPS and can relate to eNPS, which is a big strength. Furthermore, board members and your investors will likely know eNPS as they measure that across their portfolio of companies to compare workplace and employee health. The biggest strength of this metric is that it's commonly known and recognized, providing instant credibility. So the companies that use it best do these things.
Most companies find it incredibly frustrating when their eNPS goes up or down, but they struggle to explain why. They simply don't have the data because they focused too much on just eNPS instead of also measuring essential drivers for employee engagement and satisfaction.
We'd recommend you measure the 8 essential drivers for satisfaction: Contribution, Development, Social, Support, Mindful, Life harmony, Recognition and Optimism. They will provide all the context you need to explain why eNPS has gone up or down, both on a company level and for a specific division or unit.
Modern software platforms with analytics capabilities can automatically connect eNPS movements to changes in these underlying drivers, giving you actionable insights rather than just scores.
Companies and organizations will have a total eNPS score, but if you are unable to dive into which segments and groups inside the company are your biggest promoters and where the bulk of your detractors sit, you'll not be a popular presenter of your results. Executives will need to see the eNPS score split by generation, tenure, department, unit, country or similar to get more nuanced insights into what's causing your eNPS to be at the level it is.
Good tools automate this segmentation so you don't spend weeks in spreadsheets trying to slice the data manually.
There are publicly available survey benchmark, but comparing a small tech company to a large manufacturing company is like comparing apples and oranges. You know the saying. Utilize a platform or software to make sure you get accurate and more precise benchmarks for companies that are similar in talent pool and size as yours, as that will give you the most powerful comparison to assess your score.
Proper benchmarking helps you understand whether your eNPS of 25 is actually good (for a 150-person professional services firm) or concerning (for a 20-person tech startup).
I think the advantage of concrete data is that we can follow the development over time, and that enables us to test our intuitions.
Plus, the data gives us something tangible and actionable to work with.
We have already done it for
Getting started with Zoios is easy and you can trial our pro plan for free. You can also continue to measure employee satisfaction for free on our starter plan.
Import all your employees from an Excel or CSV file. We'll help you do this free of charge within a day to avoid technical issues.
If you have an HR-IS system we can also set up an integration that automatically syncs employee information from your HR system to the Zoios platform.
Add any segmentation that you might want like gender, generation or level.
Make sure your managers are aware that you're introducing this system to get an overview of the organization and be more proactive on employee trends, not to monitor their individual performance.
Communicate it at an all-hands or town hall meeting. Let employees know you'll start measuring more actively and need their input. We have a presentation template you can use that covers anonymity practices, timing and what to expect.
To run your survey you decide what day you want it to be sent, and then Zoios manages all the sending and follow-ups with employees automatically.
If you use Slack then add that integration in just four clicks before the date of your survey.
The system automatically enforces anonymity, so results from any groups that are too small will not be visible.
The data is instantly available and converted into intuitive reports with benchmarks and deep analyses across the entire organization.
You then give your managers access to their departments and teams, and the platform will serve them detailed reports, root cause analyses and concrete actionable recommendations to improve their leadership and the eNPS, well-being, satisfaction and stress levels in their team.
Zoios is anonymous for employees, and SOC-2 TYPE II certified.
Your people are your business. Act accordingly.