Top 15 Survey Questions to Assess Employee Net Promoter Score (eNPS)

Mar. 16, 2024

Top 15 Survey Questions to Assess Employee Net Promoter Score (eNPS)

Another shiny day at your organization, everything is going as planned, but you get to know that an employee has left your company without any hint. This scenario is what organizations particularly the HR management have been facing for a long time.

Moreover, if an employee has left then the space must be filled. However, the loss of one employee and hiring another can result in an expense equal to 1/3rd of that employee’s annual salary. Hence, you better not fail at retaining your employees in your organization. However, to do this you must know the reason they leave, right? 

According to a report, job dissatisfaction tops the list of reasons why employees leave their organization as 81% of the participants agreed to it. Moreover, the worst part about this reason is that employees barely talk about it when taking an exit. So, you better keep an eye on your employees' satisfaction every time.

Here enter the eNPS surveys. It is an NPS-based tool to gauge employee engagement and satisfaction in an organization. While being a short survey, it gives you a variety of factors to learn about by using different questions. In today's blog, we will give you 15 Employee Net Promoter Score survey questions to ask your employees for various purposes.

Fifteen Questions to Use in Your eNPS Surveys in 2024

Rating Scale Questions 

If you have ever read about net promoter score in particular, you must probably be aware of these types of questions. These rating scale questions have a scale from 0 to 10 where 0 is not satisfied and 10 is highly satisfied. Here are five rating scale questions to use in your survey:  

  1. On a scale of 0 to 10, how likely are you to recommend our company as a great place to work to friends or family? 
  2. How likely are you to continue working with us in the future, on a scale of 0 to 10?
  3. How satisfied are you with the overall culture and atmosphere at our company, on a scale of 0 to 10? 
  4. How likely are you to speak positively about our company as a workplace, on a scale of 0 to 10? 
  5. How likely are you to encourage others to apply for job opportunities within our organization, on a scale of 0 to 10? 

Open-ended Questions

The rating questions give you the overall report about how many promoters, detractors, and passives you have. But do you know the reason why? Or how to improve? No, right? That's why it's time to ask open-ended questions. Here are five open-ended questions to put after the rating questions:  

  1. Can you elaborate on the factors influencing your rating(s) to help us better understand areas for improvement? 
  2. What motivates you to continue working with [company name]?
  3. Is there any additional feedback or insights you believe are important for us to know?
  4. How would you characterize your overall experience working with us? 
  5. What stands out as the most favorable aspect of being a part of [company name]? 

Make sure to allow your employees to give an open response of as many words as they want. 

Close-ended Questions 

Now to deal with the monotonous nature of these two types of Employee Net Promoter Score questions, you must end the survey with close-ended questions. These types of questions have a different layout compared to both rating scale questions and open-ended questions. 

They neither have a scale from 0 to 10 nor do they collect an open response from the employees. Instead, they have multiple options to choose from like “yes or no”, “Always, Usually, Occasionally, Usually not, Never” or “Definitely, Probably, Possibly, Probably not, Definitely Not”. 

  1. How likely are you to call your company the “Best place to work”? 
  2. Do you trust in the approach taken by leaders to achieve the company objectives? 
  3. Information is shared about all the resources and tools to perform your duties well.
  4. I am encouraged to think creatively and raise new ideas.
  5. Do you think your manager treats all the team members equally?

The Structure of eNPS - Tips to Make It Work

The fundamental structure of an employee NPS is to start with a rating scale question and then follow up with an open-ended question. This format lets you understand the employees' satisfaction or dissatisfaction deeply instead of floating only on the top layer. Hence, you can make improvements better for all three types of employees that are promoters, passives, and detractors. Moreover, to make your surveys successful, you must follow these tips:

The right time to send the survey

eNPS has a very easy method that doesn't take a lot of effort, time, and resources to deploy. So, it allows taking a survey as frequently as every quarter. Taking the survey quarterly will help you keep your NPS score always updated.  

Employee’s Anonymity is equal to Unbiasedness

While everyone wants to be an honest person all their lives, they also care about their income as well. In the case of employees, you are the one providing them the salary, so to ensure the unbiasedness of the result you must ensure the anonymity of the responders. 

Additionally, to encourage your employees to be honest with their responses, you can add a few lines before the survey starts. These lines must encourage the employee to be honest even if their response lies on the negative side of the scale. For example, We would appreciate it if you provide us with a response reflecting your real views about us without any hesitation”.

Survey Size Matters 

An eNPS survey’s size can't be very lengthy. So, the NPS questionnaire should only have two questions: a rating scale question and a follow-up open-ended question.

Master the Art of Taking eNPS Surveys with SurveyCXM

If you are looking for an all-in-one solution for your eNPS program, then SurveyCXM is the best software available. From survey design to deployment and post-processing, this single net promoter score tool can do all by itself. It alone can contribute a lot to the smooth functioning of an organization. Be it giving real-time updates or telling about an employee's mood, it has many features that set it apart from others: 

1. Real-Time Update

You can gauge real-time insights like the eNPS score, employees' mood, etc., which creates room for instant improvements and eliminates delays in responding to problems related to your employees.

2. Data-driven Decision Making

Being data-driven improves your decision-making, be it about your customers or employees. It allows you to be data-driven when making decisions about your employees and their wellness. 

3. Mood meter

The mood meter is a distinct feature of SurveyCXM that lets you know how your employees feel today, like frustrated, tense, at ease, cheerful, or enthusiastic. It's a great built-in tool to not only know about your employees' mood but also reflect a sense of being cared towards employees.  

In totality, these features make our software stand out from others. Plus, it has all the other features an employee NPS software should have. Ultimately, it becomes a perfect fit for any business looking to gauge insights about its employees and their wellness.