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eNPS Calculator

Total number of employees who responded to your survey

Employees who rated 9 or 10 — loyal advocates who recommend your company as a great workplace

Employees who rated 7 or 8 — satisfied but not enthusiastic about recommending

Employees who rated 0 to 6 — disengaged and unlikely to recommend

Your eNPS Score

20

Good · 100 responses

Promoters
45 (45.0 %)
Passives
30 (30.0 %)
Detractors
25 (25.0 %)

How it works

This calculator computes your eNPS from survey data, compares it against industry benchmarks, and highlights the relationship between employee loyalty and business performance. Enter your promoter, passive, and detractor counts to see where your organization stands.

Why measure your team's eNPS?

  1. It moves ahead of attrition

    eNPS shifts before people leave: it buys you room to act while they are still there.

  2. Promoters minus detractors

    The same calculation as customer NPS, applied to whether they would recommend your company as a place to work.

  3. Repetitive work weighs

    In support, the mechanical part of the day is what wears people down. Automating it frees the team for what does take judgement.

The impact of GuruSup in numbers

OffUgo
of time saved every week
17hrs
GuruWalk
of queries resolved by AI
91%
Reveni
improvement in operations efficiency
3.5x

Aston Rentals

of automated guest support
24/7

FAQ

Frequently asked questions

eNPS is a metric that measures employee loyalty and engagement by asking how likely they are to recommend your company as a place to work. Employees rate on a 0-10 scale and are classified as Promoters (9-10), Passives (7-8), or Detractors (0-6). eNPS is calculated as the percentage of Promoters minus the percentage of Detractors.

eNPS is calculated with the formula: eNPS = (% Promoters) - (% Detractors). For example, if 45% of employees are Promoters and 25% are Detractors, your eNPS is +20. The score ranges from -100 (all Detractors) to +100 (all Promoters). Passives (7-8 rating) are counted in the total but do not directly affect the score.

A good eNPS score depends on your industry, but generally: above 50 is excellent, 20-49 is good, 0-19 needs improvement, -10 to -1 is concerning, and below -10 is critical. The average eNPS across industries is around +14. Tech companies tend to score higher (around +35), while retail and manufacturing average lower.

eNPS measures employee loyalty and engagement (internal), while NPS measures customer loyalty (external). Both use the same 0-10 scale and calculation formula. The key difference is the audience: eNPS surveys employees about their workplace experience, whereas NPS surveys customers about products or services. Research shows a strong correlation between high eNPS and high NPS.

To improve eNPS: (1) Act on feedback quickly — employees need to see changes within 30 days, (2) Improve manager-employee relationships through regular 1:1s, (3) Invest in career development and growth opportunities, (4) Recognize and reward contributions publicly, and (5) Use AI-powered HR tools to automate routine tasks and free up time for meaningful work. Companies with strong engagement programs see eNPS improvements of 20-40 points.

Let's look at it with your own numbers