eNPS Survey Template

What eNPS actually measures

Employee Net Promoter Score (eNPS) asks one question — how likely are you to recommend us as a place to work? — and turns the answers into a single number you can track over time. It's the engagement metric most easily understood by anyone (founders, board members, finance), because it borrows the well-known consumer NPS formula.

The score ranges from -100 to +100. Above 0 is healthy. Above 30 is good. Above 50 is exceptional. Below 0 means more people would actively warn friends away from working with you than would recommend it — a clear retention crisis.

Most engagement tools (CultureAmp, Officevibe, 15Five, Lattice) bundle eNPS into broader surveys. That's overkill if you just want the number. A 3-question form, run on a regular cadence, gives you the trend line — and the trend matters far more than any single absolute value.

Why most eNPS scores are wrong

The traditional eNPS formula is:

% Promoters (9–10) — % Detractors (0–6) = eNPS

Notice what's missing: the 7s and 8s (Passives). They don't count in either direction.

Several big platforms — including Officevibe — drop the Passives entirely from their scoring math. This produces an inflated score and obscures the most important segment: the people who are lukewarm about your company. Passives are the canary in the coal mine. When they slide from 8 to 6, your retention is about to crater.

Our recommendation: use the standard formula (it's the comparable industry benchmark) but ALSO track the Passive percentage as a separate number on its own line. If Passives grow from 20% to 35% quarter over quarter, that's a signal even if your topline eNPS stays flat.

The 3 questions, explained

We use 3 questions, not 1, on purpose:

1. The score itself (required, 1–5 rating) — note: traditional NPS uses 0–10, but Anonymeter's rating UI is 5 stars. We adapt by mapping 5★=Promoter, 4★=Passive, 1–3★=Detractor. The trend still works; the absolute number isn't directly comparable to a 10-point industry benchmark, but for internal tracking it's just as informative.

2. "What's the main reason for your score?" (optional, text) — the answers here are the real value. A 4★ rating tells you nothing. A 4★ rating with "I love the work but my manager hasn't given feedback in 6 months" tells you exactly what to fix.

3. "What would make you more likely to recommend us?" (optional, text) — forward-looking. Captures actionable suggestions instead of just complaints. Pairs of (score reason + improvement ask) are the most useful data the survey produces.

Keep it at 3. Adding "what's your department?" or "how long have you been here?" defeats anonymity for small teams.

Best practices for running eNPS

• Run it monthly, not quarterly. Monthly cadence catches problems before they become resignations. Quarterly hides the noise.
• Don't run it during stressful periods (layoffs, reorgs, just after a bad all-hands). The score will reflect the moment, not the trend.
• Send via Slack/Discord/email — wherever your team works, not a separate HR portal. Lower friction = higher response rate.
• Aim for >60% response rate. Below 50% and your sample is biased toward the loud minority on either end.
• Don't share individual responses with managers. Aggregate themes only. The moment respondents suspect their manager can see their answer, honesty drops.
• Run it for at least 6 months before drawing conclusions. A single month is a snapshot. Trend across half a year is signal.

What to do with the score

The biggest mistake: collecting eNPS and never sharing anything back with the team.

A workable cycle:

1. Within 1 week of survey close, share the score, the trend (vs last 3 months), and the % breakdown of Promoters / Passives / Detractors with the entire team. Transparency builds trust.
2. Within 2 weeks, share 2–3 themes from the open-text responses (anonymized). Acknowledge the most common frustrations explicitly.
3. Pick ONE action per quarter that addresses the top theme. Don't try to fix everything at once.
4. Re-run the survey, see if the score moved. If it did, attribute it. If it didn't, dig deeper.
5. Track the score on the same dashboard as revenue and churn. When eNPS leads the other metrics by 2 quarters (which it usually does), people start taking it seriously.

Why Anonymeter for eNPS

Workleap Officevibe's eNPS module costs $3.50–$9 per user per month, with a minimum platform fee that pushes total cost past $5k/year for any team above 50 people. And as noted above, they exclude Passives from the formula.

CultureAmp and Lattice are even more expensive and require sales calls.

Anonymeter is $0 for unlimited responses, supports the standard eNPS formula correctly, and the survey takes 5 minutes to ship. No HRIS integration, no seats, no contracts. You own the data; export to CSV whenever.