The biggest factor causing people to quit their jobs in the past few years is a toxic work environment. Researchers even found that a toxic work environment was 10 times more important for predicting turnover than pay.
Employees aren't putting up with workplaces where they don't feel valued, respected, or engaged anymore. This means companies now have no choice but to work on creating healthier environments unless they want to continue to deal with costly turnover as well as underperforming employees.
A great place to start when trying to improve your employee's satisfaction is by finding your company's employee NPS or net promoter score.
In this post, we'll go over what an employee NPS is, what the benefits are, and how it is used.
Keep reading to learn more.
What is employee NPS?
Your employee net promoter score (eNPS) is a way to measure how happy and engaged your employees are, and how generally healthy your work environment is.
This concept was derived from the original net promoter score, which was aimed at customers to see how likely they were to recommend a business. The eNPS is the same thing, you get the benefits of NPS, only aimed at the employees instead of customers. While the NPS has been used for quite some time now, the eNPS is still growing in popularity.
To find your eNPS you simply ask your employees how likely they would be to recommend working at your company on a scale of 0-10. There are three categories of answers, depending on the numeric value they give.
Those who answer 0-6 are your detractors who would not recommend your company. 7-8 are passives, who don't feel strongly one way or the other. Finally, those who answer 9-10 are your promoters, who would recommend your company.
Once the answers are in, you simply subtract the percentage of detractors from the percentage of promoters.
Benefits of eNPS
A benefit that is unique to finding your eNPS is that you're likely to get more responses than a typical survey. This is because to find your eNPS your employees only need to answer one single question. This is obviously much less time-consuming than having to fill out a pages-long survey.
While it's recommended that you add a second open-ended question to gather more information about the answer they give, even with that addition it doesn't take much time at all.
Additionally, there is data for many industries that shows what that industry's average eNPS is, so it's easy to compare and see how you're doing in the context of your industry.
By finding and working to improve your eNPS you will have happier, more engaged employees. While this is a benefit in and of itself, it can also be a major factor in employee retention, helping you to avoid costly turnover.
On top of that, happier employees are more productive and pleasant to work with. This makes for a better customer experience, which means more business and profits for your company.
How to apply your Company's eNPS results
Finding your eNPS doesn't mean anything if you're not willing to do the work to improve it. Once you've calculated it and hopefully collected information about why people gave the answer they did, you need to actually take the feedback you've been given and use it.
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In the survey you send out asking how likely they are to recommend your company, you should also include a second question that asks them to explain their answer. The answers to this question will be your best place to start improving the work environment at your company.
By adding this second question you can get context for the eNPS which makes the score much more meaningful.
Test again at regular intervals
The eNPS you calculate should not be looked at as a final number. Instead, it should be looked at as a starting point, and something to compare to in the future.
After you implement changes aimed at improving your employee engagement, run the survey again. This allows you to see if the changes you've made are actually having a positive impact. Be sure that you give the changes long enough to work before finding your new eNPS.
If it's not working, then you know it's time to try something else instead.
Get everyone on the same page
Real change can't happen if everyone isn't on the same page about what needs to happen. Be sure that everyone on your management team knows that this is a real priority.
Even having just one manager that's not on board can derail your progress.
Don't avoid the uncomfortable
When you're receiving feedback about an issue that makes you uncomfortable, even if it's not something you want to have to deal with, this is probably the number one thing that needs to be addressed.
By taking even uncomfortable issues seriously, you will help to build trust with your employees, which will make them more loyal to the company.
Once you have the results, be transparent about them with your employees. Be open and honest about what you're going to do to address the results and any concerns that were raised.
Being open about these things will help to build trust with your employees, and will also let them know that you're taking this seriously. This will not only make for happier employees but can also help to get you even more feedback to work with.
Increase your employee engagement today
Your employees are your most important resource so investing in them and working to improve their happiness and employee engagement levels is crucial. By finding your employee NPS you can take the first step towards creating a healthy, engaging work environment at your company.
If you're looking to work with a team of experts to improve your company's culture, we can help. Contact us today!