How to use this calculator
eNPS asks one question: on a scale of 0 to 10, how likely are you to recommend this company as a place to work? It's quick to run, easy to repeat, and simple to compare across teams and quarters. It doesn't tell you why people feel the way they do, so pair it with an open comment question.
Enter the number of responses in each group. The score ranges from minus 100 to plus 100. Run it in a pulse survey with our engagement survey invitation, and share results with the results follow-up template.
- Ask the eNPS question on a 0 to 10 scale.
- Count promoters (9 or 10), passives (7 or 8), and detractors (0 to 6).
- Enter the counts.
- Track the score by team and over time, not just once.
How it's calculated
eNPS = percentage of promoters minus percentage of detractors
Passives count in the total number of responses but not in either percentage. The result is a whole number between minus 100 and plus 100, not a percentage.
Worked example
A 140-person company ran a quarterly pulse, and 110 people answered. Forty-eight were promoters, 37 passives, and 25 detractors. Promoters were 43.6 percent and detractors 22.7 percent, for an eNPS of 21.
Sales scored minus 5 while engineering scored 38. The comments from sales mentioned a new commission plan nobody understood, which gave leadership one specific thing to fix.
Rules to know
Response rate matters as much as the score. A high eNPS from a third of employees may say more about who answered than about the company. Keep responses confidential, report only for groups of five or more, and act on what you learn, or the next survey will get fewer responses. Our employee engagement guide covers survey design.
This is general information for US employers, not legal or tax advice. Rates and rules change and vary by state and city, so confirm current figures with the agency or a qualified advisor.
Common mistakes
- Reporting eNPS as a percentage.
- Reporting results for very small teams, which can identify people.
- Running the survey without a comment question.
- Comparing your score to customer NPS benchmarks.
Email templates that go with this
Once you have the number, these templates help you explain it to employees, candidates, or managers.
Where to go from here
A calculator answers one question. The right process and software keep the numbers right every pay period.
Frequently asked questions
What is a good eNPS score?
How often should we measure eNPS?
Is eNPS anonymous?
Why don't passives count?
Written by the HRTally Research Team
Our guides are written and reviewed by people with hands-on US HR, payroll, and HR technology experience. Legal and tax facts are checked against primary sources, such as the Department of Labor, IRS, EEOC, and USCIS, and linked at the end of each guide. Vendors never review or pay for our editorial content.