eNPS

## Why measure the employee loyalty index? When a company measures employee loyalty, it can optimize productivity and reduce employee turnover based on the results. In more detail, the index helps to: - **Assess the level of employee satisfaction with the job and the company.** By measuring eNPS, an organization gets an idea about the overall atmosphere in the company. For example, if the eNPS level is low, it may signal management problems or a lack of support from management. - **Identify potential problems and areas for improvement.** The eNPS helps companies identify what is working well and what is worth improving. For example, after analyzing the result, you may notice that employees rate the company culture highly but express dissatisfaction about the lack of career opportunities. Therefore, the company can create a career map and implement professional development courses. - **Develop strategies to retain employees and increase employee loyalty.** Companies with high levels of employee loyalty are less likely to quit. For example, this eNPS shows that employees are satisfied with their jobs and may be willing to stay and grow with the company. - **Increase company productivity and efficiency.** Happy and loyal employees work harder. Companies that actively work to increase eNPS may see an increase in productivity by offering opportunities for growth and development. ## How to conduct an eNPS survey It is important that companies and managers seek to understand how satisfied employees are with their jobs and the company. Therefore, a survey can be conducted that allows everyone to voice their opinions. To conduct an eNPS survey, you need to: Determine the purpose and format of the survey. Formulate the reason for the eNPS survey and what specific aspects you want to explore, such as satisfaction levels or loyalty to the company. Draft the question that will be asked of employees. For example, "How likely are you to recommend our company as a good place to work to friends or acquaintances?". Also add some open-ended questions, these will give employees a chance to give their thoughts and recommendations. Choose a survey method (e.g., online survey, paper survey, survey via internal communication system) and format (anonymous, open, or closed) that will provide a comfortable environment for providing opinions. Determine the sample of employees who will participate in the survey. For example, all employees, employees in certain departments or levels. Conduct the survey and collect data. Analyze the survey. Note the overall eNPS score and analyze the open-ended comments to understand specific concerns and suggestions. Look for patterns that may indicate common problems or strengths within the company. ## How to calculate the employee loyalty index The eNPS helps gauge the overall level of employee satisfaction in a company and serves as a basis for further actions to improve the work climate and organization. The index has a scale that can be used to understand an employee's attitude towards the company: ![eNPC_1]() #### Promoters (9-10 points) Employees who answered the question "How likely are you to recommend our company as a place to work to a friend or acquaintance?" with a score of 9 or 10. These employees are strong supporters of the company, have a positive impact on team spirit, and are willing to recommend the company as a potential place to work. #### Neutrals (7-8 points) Employees in this category are satisfied but do not express strong loyalty to the company. They are happy with current conditions, but still are not active promoters. Neutrals can easily switch to another category, both promoters and critics, if there are changes in the company or if there is an attractive job offer. It's worth improving their working conditions, making a transparent career ladder and increasing engagement. #### Critics (0-6 points) Employees in this category are dissatisfied with their working conditions and are unlikely to recommend the company. Critics may experience various issues such as lack of support, conflicts within the team, or lack of growth opportunities. Their opinions and feedback should be important to management, it will help identify root problems and develop strategies to address them.

## **Interpretation and analysis of eNPS results** **The eNPS results are interpreted as follows:** \-100 to -1 - this range indicates the predominance of critics. A value of -100 means that all respondents are critics. This signals serious problems in the company, such as poor working conditions, lack of growth opportunities, or a toxic corporate culture. Organizations with this level of eNPS should take immediate action to improve the situation. 0 - The number of promoters and critics is roughly equal. The presence of neutrals may indicate that employees in general do not feel strongly attached or disgruntled, but also do not have a high level of loyalty. This signals that face-to-face meetings should be held and discussed in detail to help increase loyalty to the company. 1 to 49 - positive eNPS, indicates promoters outnumber critics. However, it is worth aiming for higher values as this area may imply specific problems, especially if the majority of employees remain neutral. 50 to 100 - high levels of employee loyalty and satisfaction. A value of 100 means that all respondents are promoters, indicating a strong team spirit and a high quality work environment. Such organizations have a strong culture and lower employee turnover rate. Analyzing eNPS results allows a company to identify potential problems, areas for improvement and develop strategies to improve employee loyalty. ## When and how often should eNPS be assessed? The eNPS Index is a necessary indicator, but it doesn't make sense to conduct the survey too often (every month) or too infrequently (every couple years). It is recommended to assess at least once a year or even every 6 months. This will allow the company to track the dynamics of employee attitudes and evaluate the effectiveness of measures taken to improve them. It is worth tracking the eNPS index regularly in order to react to changes in time, but there are exceptions after which the survey will also be useful: - **After major changes.** It is important to conduct an eNPS assessment in case of changes within the company, such as reorganization, change in leadership, introduction of new strategies, etc. This will help in understanding how the changes have affected the employees. - **After projects are completed** If you are running large projects that may affect team morale, it makes sense to assess eNPS at the end of those projects. - **In addition to other assessments** The eNPS is useful as a supplement to comprehensive employee satisfaction surveys. For example, you can conduct short eNPS surveys more regularly and large-scale surveys less frequently. ## How to improve your eNPS loyalty index Every company should check and improve the eNPS Loyalty Index. It reflects the working environment, motivation to share intellectual property and develop the company. This ultimately leads to increased profits and a better reputation. To improve eNPS, companies can take the following steps: - **Create an open corporate culture** Openness promotes trust, employees become more engaged when their opinions are valued. Organize regular "open mic" meetings where employees can freely share ideas and experiences with management. Introduce internal platforms for sharing feedback where employees can anonymously suggest improvements or discuss concerns. Conduct eNPS surveys and offer additional open-ended questions to deeply understand the reasons for ratings. - **Respond to the data collected** It's important not only to collect data, but also to demonstrate that you are trying to correct the problems you've discovered. After the eNPS survey, let employees know what actions will be taken based on their feedback. For example, if employees mentioned high stress levels, you might consider implementing support programs, a stress management course, or improving the work environment. Set up working groups to address the issues employees have mentioned and report on progress. - **Incentivize professional development** Opportunities for growth and development increase employee satisfaction and engagement. Offer a variety of training programs, refresher courses and mentorship. Organize regular skills trainings or launch internal projects where employees can develop their skills. Develop clear career paths and mentoring programs so employees know how they can develop within the company. - **Create incentives for employees** Respecting and valuing employees' work increases employee loyalty. Put in place a system of bonuses and achievement awards to recognize employee efforts and results. Or non-monetary incentive programs, such as flexible and remote work schedules or extra vacation days, can also help increase loyalty. - **Keep an eye on the work environment** A comfortable and safe work environment has a significant impact on employee satisfaction. Create cozy areas to relax and socialize if space allows. Lounge areas with tables, seating and games can help create a relaxing atmosphere. Make sure the workplace is stocked with quality furniture and technology. - **Maintain a work-life balance** Respecting employees' personal lives helps reduce stress levels and improve relationships. Ensure that there is no overtime and no working on weekends. Introduce flexible and remote work schedules so employees can more easily balance professional and personal responsibilities. Hold seminars and trainings focused on time and stress management. Improving eNPS is an ongoing process that requires employers to be constantly attentive to employee needs and willing to adapt to change. Implementing suggested initiatives helps in building a loyal and motivated team, which will ultimately affect the overall productivity of the company.