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eNPS calculator
Your employee Net Promoter Score, the breakdown behind it, and how much of a change is likely to be real.
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eNPS
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Enter your results to see the score.
Track it every quarter, automatically
Timbre runs anonymous pulse surveys with eNPS on a schedule, charts the trend, and reads the comments behind the score.
Asking the question
Use the same wording every time: “On a scale of 0 to 10, how likely are you to recommend [company] as a place to work?” Follow it with one open question — “What is the main reason for your score?” — and keep the survey anonymous. People score more honestly when they know the answer cannot be traced back to them.
Questions people ask
How is eNPS calculated?
Ask "How likely are you to recommend this company as a place to work?" on a 0–10 scale. Scores of 9–10 are promoters, 7–8 passives and 0–6 detractors. eNPS is the percentage of promoters minus the percentage of detractors, so it runs from −100 to +100. Passives count toward the total but not toward either side.
What is a good eNPS score?
Above zero means more promoters than detractors. Beyond that, the most useful comparison is your own previous score — asked the same way, to a similar group. Published "benchmarks" mostly come from vendors’ own customers and say little about a team of thirty.
Why does the margin of error matter?
With small groups, eNPS moves a lot by chance. If twelve people answer, one person changing their mind moves the score by about 8 points. The margin shows the range the true score is likely in; if this quarter and last quarter overlap, you may not be looking at a real change.
How often should we measure eNPS?
Quarterly works for most teams: often enough to see a trend, rare enough that people do not tire of the question. Always pair it with an open follow-up — "What is the main reason for your score?" — because the number says what, and the comments say why.
Running a 360 for someone on the team? Use the free 360 feedback question bank.