Employee NPS (eNPS) survey template

Employee NPS (eNPS) adapts the Net Promoter question to the workplace. Its appeal is the same as customer NPS: one question everybody understands, a score from −100 to +100 that can be tracked over time, and a clear split between promoters (9–10), passives (7–8) and detractors (0–6). On its own, though, the number tells you very little. The follow-up questions in this template are what make it actionable.

The template is written to be fully anonymous. Demographic questions are limited to team and tenure, with broad categories, so that no individual can be identified from their combination of answers.

Full version (QR code, email, SMS link or web) — 10 questions

1. How likely are you to recommend [company] as a place to work to a friend?
   Answer type: 0–10 scale (Not at all likely → Extremely likely), required
   The eNPS question. Keep the wording identical every quarter.
2. What is the main reason for your score?
   Answer type: Open text, optional
3. My manager supports me in doing my job well.
   Answer type: 1–5 agreement scale (Strongly disagree → Strongly agree)
4. My workload is manageable most of the time.
   Answer type: 1–5 agreement scale
5. I have the tools and information I need to do my job.
   Answer type: 1–5 agreement scale
   Especially telling for frontline staff who deal with customers directly.
6. I see a path to grow and develop here.
   Answer type: 1–5 agreement scale
7. My work is recognised when I do a good job.
   Answer type: 1–5 agreement scale
8. If you could change one thing about working here, what would it be?
   Answer type: Open text, optional
9. Which team or department do you work in?
   Answer type: Single choice — broad groups only, none smaller than five people
10. How long have you worked here?
    Answer type: Single choice: Less than 1 year · 1–3 years · More than 3 years

Do not add name, email, age, gender or exact role questions. In small teams, even two or three demographic questions can identify a person — and once employees suspect that, honest answers stop.

For frontline teams without company email — store staff, nurses, cleaners, call-centre agents — a pulse version on a tablet in the break room or a QR code on the staff noticeboard works better:

1. How likely are you to recommend working here to a friend?
   Answer type: 0–10 scale, required
2. What is the main reason for your score?
   Answer type: Multiple choice: My manager · Workload · Pay and benefits · Growth · Team and colleagues · Tools and systems · Other
3. One thing we should change?
   Answer type: Open text or voice note, optional

Employees answer honestly only when they are confident nobody can trace a response back to them. Practical rules:

• No identifying fields. No names, emails or employee IDs in the survey. Use a shared link or a kiosk, not personalised links, if you want maximum trust.
• A minimum group size. Only show results for groups with at least five respondents; merge smaller teams into a larger unit.
• Limit who sees comments. Comments can reveal identity through writing style or specific details. Restrict raw comments to HR and share themes with managers.
• Say it, and mean it. Explain at the start how anonymity is protected and who will see what.
• Do not chase non-respondents individually. Reminders go to everyone, never to named people.

Our employee experience guide explains how eNPS fits into a wider employee listening programme.

eNPS is a pulse, not an annual census. Choose a rhythm and channel your people will actually use:

• Every quarter, office and remote staff — email with a shared, non-personalised link, full version. Leave the survey open for one to two weeks; send one general reminder.
• Frontline teams at branches, stores and sites — tablet in kiosk mode in the break room, or a QR code on the staff noticeboard, pulse version. No email needed; answers are anonymous by design.
• After a major change (reorganisation, new system) — pulse version by email or QR. Gives you an early read within weeks instead of waiting for the next quarter.
• During onboarding (day 30 and day 90) — short version by email or SMS. Report separately from the main eNPS — new joiners score differently.
• Exit interviews — full version, adapted to leavers. Do not mix these responses with current-employee eNPS.

eNPS = % promoters (9–10) − % detractors (0–6). Example: 120 responses — 42 promoters (35%), 48 passives (40%), 30 detractors (25%) — gives an eNPS of +10. The NPS calculator works for eNPS as well, and our explainer on employee Net Promoter Score covers interpretation.

• Drivers vs score: compare the agreement questions (3–7) between promoters and detractors. The statement with the biggest gap is your most important driver.
• By team (min. five respondents): differences between teams usually reflect management, not the company as a whole.
• By tenure: a drop in the 1–3 year group often precedes resignations.
• Trend: quarter-on-quarter change on the same question and channel matters more than the absolute number.
• Comment themes: group open answers into themes and count them; share themes, not quotes, with managers.

With anonymous surveys you cannot follow up with individuals, so the loop is collective:

1. Share the results with every team within two weeks — the score, the top driver and the top comment themes.
2. Each manager agrees one or two actions with the team and records them.
3. Report back on those actions before the next pulse (“You said, we did”).
4. For employees who choose to leave a contact or request a conversation, open a confidential ticket for HR with a response deadline.

Participation in the next round depends almost entirely on whether people saw something change after the last one.

Qmeter's Net Promoter Score component, agreement scales and choice questions cover this template, and branch-level tablets in kiosk mode let frontline staff answer without email. Results are pivoted by team, site and period in the report builder, comments are classified by sentiment, and surveys can be offered in more than 100 languages for multilingual workforces. See employee experience for the full approach, or build the template in the 14-day free trial.