Get in touch<\/a> and discover how to turn an eNPS score into a story that genuinely helps your employees move forward.<\/p>\nMake every experience count.<\/em><\/p>\n\n
Frequently Asked Questions<\/h2>\n \n
\n Can I also measure the eNPS per team or department instead of for the entire organization? <\/h3>\n
\n Yes, and it is even recommended. An organization-wide eNPS gives you an overall picture, but often masks large differences between teams or departments. By also measuring the eNPS at team level, you can see exactly where the bottlenecks are and where things are going well. Do make sure you have enough respondents per team \u2014 with small teams (fewer than 5\u20138 people), anonymity can come under pressure, which affects the honesty of answers. <\/p>\n <\/div>\n
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\n How do I ensure that employees answer honestly and do not give socially desirable responses? <\/h3>\n
\n Anonymity is the most important condition for honest answers. Communicate clearly in advance that answers cannot be traced back to individuals, and make sure this is also technically guaranteed. It also helps if employees have seen in the past that feedback actually leads to change \u2014 this increases their willingness to answer genuinely. Avoid having direct line managers conduct the survey, as this can undermine the perception of anonymity. <\/p>\n <\/div>\n
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\n What is a realistic timeline to see an improved eNPS score after implementing improvement actions? <\/h3>\n
\n Allow at least three to six months before structural improvement actions become visible in a higher eNPS score. Employees need to not only see the changes, but also experience them and trust that they are lasting. Quick, visible actions \u2014 such as sharing results or resolving a specific bottleneck \u2014 can already have a positive effect on the score at the next measurement, but real cultural change requires more time and consistency. <\/p>\n <\/div>\n
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\n What common mistakes should I avoid when setting up an eNPS measurement? <\/h3>\n
\n The most common mistake is measuring without follow-up: if employees never hear anything back about the results, both response willingness and trust will decline. Another pitfall is using the eNPS as the only measure without open follow-up questions, leaving you with a score but no insight into the causes. Finally, organizations regularly underestimate the importance of communication around the measurement \u2014 a brief explanation of why you are measuring and what you will do with the results significantly increases response rates and the quality of answers. <\/p>\n <\/div>\n
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\n Is the eNPS also suitable for small organizations with fewer than 50 employees? <\/h3>\n
\n The eNPS is also usable for smaller organizations, but requires extra attention to anonymity and interpretation. With a small group of respondents, a single departure or promoter can already significantly influence the score, making it less statistically reliable. In that case, use the eNPS less as a hard number and more as a conversation starter: always combine the score with open questions and conduct additional conversations to understand the context. The trend across multiple measurements is also more valuable than a single snapshot for small organizations. <\/p>\n <\/div>\n
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\n How do I actively involve managers in following up on eNPS results? <\/h3>\n
\n Give managers access to their own team results in an understandable format \u2014 not extensive reports, but a clear overview of the score, the main themes from open answers, and concrete suggestions for next steps. Organize a short feedback session in which managers discuss the results with their team and together choose two or three improvement points. This way, the eNPS does not become an HR instrument imposed from above, but a practical tool that managers themselves take ownership of. <\/p>\n <\/div>\n
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\n Can I combine the eNPS with other HR metrics such as absenteeism or turnover? <\/h3>\n
\n Absolutely, and that combination is what makes the eNPS truly powerful. A low eNPS that coincides with high turnover or rising absenteeism confirms that there is a structural problem that deserves attention. Conversely, a high eNPS alongside high turnover may point to external factors such as labour market pressure. By linking the eNPS to hard HR data, you build a more complete picture of the employee experience and can better predict where risks are emerging. Use this combination also to support the business case for improvement investments to management. <\/p>\n <\/div>\n <\/div>\n","protected":false},"excerpt":{"rendered":"
Learn how eNPS measures employee loyalty, interprets scores, and genuinely improves engagement.<\/p>\n","protected":false},"author":4,"featured_media":7905,"template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"wds_primary_category":0},"categories":[1],"class_list":["post-7932","article","type-article","status-publish","has-post-thumbnail","hentry","category-ongecategoriseerd"],"acf":[],"_links":{"self":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/article\/7932","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/article"}],"about":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/types\/article"}],"author":[{"embeddable":true,"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/users\/4"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/media\/7905"}],"wp:attachment":[{"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/media?parent=7932"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/cys.group\/en\/wp-json\/wp\/v2\/categories?post=7932"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}