Using the 50+ employee NPS survey questions here (and our tips!), you would know all about your disengaged employees. That’s crucial because, according to Forbes, disengaged employees have absenteeism higher by 37%, productivity lower by 18%, and 15% lower contribution to profitability. Translating that into dollars means 34% of such employees’ annual salary yields nothing.
Employee NPS survey questions can undo this cycle of disengagement among workers. How? What are these questions? And the tips for using such a survey well? You’ll get all the answers here.
In this blog, we’ll cover:
- What is Employee Net Promoter Score?
- 50+ Employee NPS Survey Questions + Template
- 9 Timeless ENPS Survey Tips!
What Exactly Is Employee Net Promoter Score?
The employee net promoter score (NPS) is a metric used to measure the loyalty of a company’s customer base. The score is calculated by subtracting the percentage of customers who are detractors (those who would not recommend the company to others) from the percentage of customers who are promoters (those who would recommend the company to others).
You’ll also see the categories of Promoters, Detractors, and Neutrals, measured on a 10-point scale, just like with customer NPS surveys. The meaning for these categories, though, changes slightly;
- Promoters: Engaged employees with a score of 10 or 9.
- Neutrals: Employees with a score of 7 or 8.
- Detractors: Employees scoring from 0 to 6.
And the final ENPS score is measured by ;
ENPS score = % promoters – % detractors
That’s it. That’s the employee net promoter score for you.
50+ Employee NPS Survey Questions
You now know about the employee net promoter score. But the questions you ask in an ENPS survey are the true value drivers. Without them, you will not get the needed data to act.
So, with no further ado, here are the 60 best, top-brass employee NPS survey questions split into 3 categories;
Rating Scale Questions
The first type of questions asked as ENPS survey questions are the rating scale types, where the respondents have to choose from 0 to 10, as the answer to a question. Generally, organizations stick with only one or two such types of questions which loses its mojo eventually. So, here we have 15 rating scale employee NPS survey questions for you;
1) On a scale of 1-10, how likely are you to recommend us in your circle?
2) How likely are you to recommend our offerings to your family on a 1-10 scale?
3) Based on your recent employee assessment, how likely are you to recommend us on a 1-10 scale?
4) Based on our organizational values, on a scale of 1-10, how likely are you to recommend us?
5) On a scale of 1-10, how likely are you to talk about our employee bonus program?
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6) On a scale of 1-10, how likely are you to talk about our CEO in front of your friends?
7) Based on your satisfaction levels, how likely are you to talk about [company name] in your circle on a scale of 1 to 10?
8) On a scale of 1 to 10, how likely would you recommend [company name] based on the workplace culture?
9) On a 10-point scale, how likely are you to recommend our products and services to people with similar interests?
10) Based on the product demos you’ve taken, how likely are you to recommend [product name] in your circle?
11) On a scale of 1 to 10, how much do you want your friends to work at [company name]?
12) On a scale of 1 to 10, how much would you recommend [company name] for employee excellence awards?
13) On a scale of 1 to 10, how much would you recommend [company name] for the best workplace culture award?
14) On a scale of 1 to 10, how likely are you to recommend [company name] as the “best place to work”?
15) Considering your previous experiences with us, how likely are you to tell others about us?
After asking the rating-scale questions, you’d have a good idea if an employee is your promoter or not. But you still don’t know the reason behing their choice, and the degree of their satisfaction level with the organization. Using SurveySparrow’s employee assessment solution, you can use skip logic to directly ask a relevant open-ended question based on an employee’s rating. Cool, right?
Here, use any one of these 15 open-ended employee NPS survey questions to follow up after the rating one;
1) To help us improve, can you describe the reasons before your rating(s)?
2) How would you describe the overall experience of working here?
3) What is the most likable aspect of [company name]?
4) Based on your experiences, what do you dislike about [company name]?
5) What’s the biggest factor in you recommending us to your friends?
6) What’s the biggest factor in you not promoting or doing the opposite for [company name]?
7) What’s the biggest factor in you not recommending us to your friends?
8) What’s the primary reason for disengagement at the workplace?
9) What’s the one thing missing in your work experience with us?
10) What’s the one thing we could do to engage with you better?
11) What are the things that [company name] performs the best in?
12) What aspects of our offerings could be improved for you to recommend us more?
13) Are there resources you feel you need more access to?
14) What’s your motivation behind working at [company name]?
15) Is there anything you feel we should know we didn’t ask?
In an employee NPS survey, asking only open-ended questions to follow up after the rating ones ain’t enough. The primary reason is the monotonicity it brings to the overall survey. So, if you’re asking 2 rating-scale and 2 open-ended questions, make sure to round up the survey with 2 close-ended questions too. This can be a multiple-choice, likert, or simple yes/no question.
Here, we’ve got it all covered with these 22;
1) How satisfied do you feel working here? (Dissatisfied/Neither satisfied nor dissatisfied/Satisfied)
2) Is our workplace matching your expectations? (Yes/No)
3) I feel proud to work for [company name]. (Yes/No)
4) I feel a sense of excitement about coming to work most days. (Yes/No)
5) I’m always willing to go the extra mile for [company name]. (Strongly Agree/Somewhat Agree/Somewhat Disagree/ Strongly Disagree)
6) I clearly see myself working here in [X] years. (Yes/No)
7) I would recommend [company name] as a great place to work. (Yes/No)
8) Are you satisfied with the opportunities to grow here? (Yes/No)
9) Are all expectations, KPIs, and feedback expressed clearly and professionally to you? (Yes/No)
10) Is your team and manager supporting your best work? (Yes/No)
11) Are you valued as an integral part of this organization? (Yes/No)
12) Is [company name]’s mission statement clear, and does it inspire you to give your best every day? (Yes/No)
13) Are we celebrating your success in the right manner?
14) Select the answer that best describes [company name]: (Give relevant options)
15) As an employer, what can we do better to improve your experience? (Training/Team events/Salary and benefits/Management/Communication/Availability of resources)
16) To what extent have we met your expectations? (Significantly exceeded expectations/Met expectations/Did not meet expectations)
17) What do you think about our mission? (Very happy/Happy/Not very happy/Not happy at all)
18) Please select how much you agree or disagree with the following statement: [Company name] has the best workplace culture in the entire [business specific sector name]. (Strongly disagree/Somewhat disagree/Neither agree nor disagree/Somewhat agree/Strongly agree)
19) Please select the option which most accurately reflects your opinion with the following statement: I love working at [company name]! (Strongly agree/Somewhat agree/Neither agree nor disagree/Somewhat disagree/Strongly disagree)
20) I find my work for [company name] meaningful. (Yes/No)
21) The leaders at [company name] clearly communicated all objectives. (Yes/No)
22) I feel that the company culture at [company name] is positive, and the best place for me to grow! (Yes/No)
Why Use An ENPS Survey?
Because an ENPS survey or employee net promoter score gives the correct indication of employee experience in your organization. The different aspects affecting employee experience include the workspace, company culture, and technologies.
As we mentioned at the start, when an employee is not engaged, and you or the HR team have no idea about it, there would only be losses in profitability, productivity, and salary. Happy employees enjoy being at work and are not looking for leaves. An employee net promoter score survey, thus, gives a clear idea about disengaged employees and if the turnover costs would be high moving forward. For any organization, these are good enough reasons to use ENPS surveys!
9 Timeless ENPS Survey Tips!
Employee NPS survey questions. Done!
Why use an ENPS survey? Done!
Tips to improve the overall results of your ENPS survey. Err… not done! And that’s the only thing remaining in this discussion.
What’s stopping you, then? Go on. Why leave with half the gold, eh?!
#1 A Feedback System
Yes, an NPS survey, customer or employee, is a rating scale question, but knowing which employee is your promoter or detractor ain’t enough. It’s crucial to know why that’s the case. Why exactly is an employee a promoter, detractor, or neutral to your brand? The open-ended questions we gave would do that for you. Just don’t stuff the survey with only those. Include them wisely!
#2 Omnichannel Approach
If you want more and more employees to participate in your ENPS survey, adopt an omnichannel approach to sending these surveys. That means the ability to send these surveys during employee assessments, on their email, social handles, text message, etc.
The timing of your ENPS surveys is as crucial to getting proper responses as the questions. If your HR team sends these surveys once a year, it won’t work. It won’t work if they’re showing up 10 times a year!
Preferably, conduct an NPS survey every quarter and compare them to understand how the employee engagement levels are improving.
Every employee needs a purpose to fill out an ENPS survey. ‘Cause, it’s certainly not a part of their job description! At SurveySparrow, we help our clients make the best use of our NPS software by asking them to link it with the employee assessment program. That way, employees know that taking this survey will help their annual assessments. And that always works like a charm!
Use “Hi [Employee name]” to start with your employee net promoter score surveys. And send using a person’s email, not through a no-reply mail. These two small personalization tricks massively help with the overall results.
#6 A/B Testing
We’ve given you 50+ questions for a reason. A/B test the NPS survey with them all to get the best results.
#7 Straightforward Questions
In an NPS survey or any survey, for that matter, never ask leading questions. Because that’s the last thing, your employees want after work. It’s always best to ask open or close-ended questions about something directly.
You couldn’t be more wrong in thinking that your employees will fill out the ENPS survey as soon as they see the link. Most employees are off-the-radar after work, so it’s always best to send them 1-2 reminders or intimate them about the survey during work.
This is by far the simplest tip yielding the best results in terms of response collection.
#9 Respect Privacy
Businesses are expected to keep the data of their customers and employees safe. Not just the customers but even your employees are reluctant these days to share their information, and you need to get the bare minimum data that will be helpful for your business.
So, having a ‘Privacy Disclaimer’ in your NPS email footer is a must. That way, workers would give all needed details without any privacy fears.
Over To You…
Ok, you have the tools to improve your employee’s engagement levels and make them say, “this is the best job in the world!”
Once you conduct an ENPS survey opens the door for you, as a leader, to understand what moves an employee. What inspires them at work? What makes them happy? And how to improve their overall sentiment at the workplace.
So now, it’s over to you to implement the questions and tips in your next employee net promoter score survey and see the results for yourself.