Employee
Net Promoter Scores®

We are the easiest way to send Employee Net Promoter Score® Surveys. Send monthly or quarterly eNPS surveys via text message or email.

Ryan is a great partner for our People team when examining our eNPS results. He is responsive to our questions and engages in discussions with us on how best to look at the data. Ryan is open to suggestions we have for product improvements, and has helped us implement changes that impacted our ability to take action on our data.

Anne Olow
Balsam Brands

eNPS allows us to quickly and automatically get a pulse on how our people are feeling. If we ever have any issues, our account manager is incredibly helpful and resolves them nearly immediately.

Kimberly Vivas
Beyond

Employee NPS® Surveys

A purpose-built solution for collecting eNPS surveys

Filter eNPS scores by location, department, and manager. Send via text message or email. Schedule sureys to automatically send monthly or quarterly. Keep surveys strictly anonymous.

  • Text or email surveys

    If your employees are in the field, email surveys won't cut it. We are the only employee NPS® survey company to offer SMS text surveys as well as email surveys.

  • Short and sweet

    An employee Net Promoter Score® is a simple answer to a simple question: How likely are you to recommend working here to a friend?

  • One-click answers

    Answers are given on a scale of 0 to 10, with zero being very unlikely and 10 being extremely likely. A promoter is someone who scores a 9 or 10. Detractors score 6 or lower, and scores with 7 or 8 are neutral.

  • Anonymous

    We send any group (or all, it's up to you!) of your employees a completely anonymous eNPS survey at a regular interval that you specify. You then get to see an extremely valuable trend, and predict costly churn before it happens.

Introducing

NPS® for Employees

eNPS.co sprang out of a pretty simple need: to keep tabs on employee morale at my startup, one of many in San Francisco that competes to hire top talent. Our problem was not so much on the hiring side, it was being able to detect low morale and address the problem before people started leaving. So we built this product.

Let's start with a few differences between NPS® and eNPS:

  • NPS® was introduced in a Harvard Business Review article titled One Number You Need to Grow
  • The NPS® system was built and maintained by Bain & Company, Inc., Satmetrix Systems, Inc. and Fred Reichheld.
  • The lowest possible NPS® score is −100 (it means everybody is a detractor), and the highest is 100 (everybody is a promoter)
  • An objectively good NPS® score is 50
  • An NPS® survey asks a single question: How likely is it that you would recommend our company/product/service to a friend or colleague?
  • On the other hand, eNPS is based loosely on NPS® in that it asks a similar question, but instead of polling customers you're polling employees
  • Additionally, NPS® surveys are usually not anonymous; the surveyor knows who submitted each score, however eNPS surveys are anonymous to protect employees and get accurate results.
  • The difference between polling employees and polling customers is important.
  • eNPS.co only does eNPS surveys! We don't do NPS® surveys.

When an employee resigns, it's very costly to any business. Churn is expensive, and sometimes it can snowball. When one employee leaves, others may follow, especially if the cause for the departure is internal rather than external, like a bad manager or CEO.

A few years after I started my first company, I wanted an easy way to track employee morale over time. I wanted to send out the survey on a regular interval so I could see trends. I wanted the surveys to be anonymous so my employees could give me honest opinions. And I wanted it to be simple to use -- and inexpensive!

To my dismay, such a tool did not exist. So it was back to the occasional SurveyMonkey or Google Form. Eventually, I stopped sending the survey because it was too much of a pain to string the survey data points together over time.

Anonymous eNPS surveys

A lot of NPS® services already exist. Here are a few:

None of these will work to collect employee Net Promoter Scores® (eNPS) because these customer NPS® surveys are not anonymous. That's the whole point! You want to know precisely who your promoters are so you can send them presents and ask them for testimonials. You don't collect eNPS surveys to reward your employees. You do it so you can get valuable honest feedback.

The eNPS philosophy

We are passionate about employee happiness. We're also passionate about helping small businesses succeed. Where these two objectives overlap is the win-win scenario that business schools study. It's the virtuous cycle where happy employees build better products, which empowers their employers to re-invest in their employees' happiness. This is what we're trying to enable with Employee NPS® Surveys.

That's the macro picture. At the product level, we believe in simplicity and transparency. We believe that great software shouldn't always be sold with expensive, annual licenses. We're month-to-month, cancelable any time, and free to a lot of businesses. Once you reach a payed tier, it's still inexpensive. We also believe that software should be simple. That's why eNPS is just one question. Simple, yet incredibly powerful.

Finally, we ourselves strive to be among the best of the businesses we work with. We want our customers and our employees to be equally satisfied, and that's why we pride ourselves on great customer support.

Happy employees and happy customers
go hand in hand.

© 2020 Toofr LLC. All rights reserved.

Net Promoter®, NPS®, NPS Prism®, and the NPS-related emoticons are registered trademarks of Bain & Company, Inc., Satmetrix Systems, Inc., and Fred Reichheld. Net Promoter Score℠ and Net Promoter System℠ are service marks of Bain & Company, Inc., Satmetrix Systems, Inc., and Fred Reichheld.