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6 Employee Engagement Questions for eNPS Surveys

By Erika Miller
Image grid of headshots of each contributor of the blog: 7 Simple Teamwork Communication Strategies

If you’ve ever wondered what your employees might feel and say about your company…you’re not alone. But the good news is that there is an easy way for you to get important insights into employee satisfaction and engagement through eNPS surveys.

You might be wondering where to start with this; we’ve got your back. Let’s talk about what an eNPS survey is, why it should be important to you, and give you baseline questions and tools you should use to start measuring your employee sentiment.

What is an eNPS survey, anyway?

An eNPS survey is a quantitative way to measure how your employees feel about your organization. It stands for Employee Net Promoter Score. Much like a standard net promoter score, eNPS scores are calculated by responses to various questions on a ‘1-10’ scale.

These responses are categorized into promoters, passives, and detractors. Then, after some not-so-fancy and really simple math, your eNPS score appears. It’s almost like really helpful magic.

(If you are using some sort of software for your surveys, like Motivosity, you can automate eNPS surveys and the platform will do the collection and calculations for you!)

For more information on how eNPS calculations work and what they mean, check out this article.

Here’s why eNPS surveys should be important to you.

In 2021, Gallup released research about the number of employees currently engaged in their work across the United States. The results might scare you just a little bit.

It explains that employee engagement dropped by 2%. When you think of how many people are working in the United States, say 162, 290,000 million people. That 2% is 3,245,800 people that are newly no longer engaged at work — on top of those employees who haven’t been engaged for a long time.

Have you figured out why eNPS surveys should be important to you yet?

image with text - if you don’t know how your employees feel</strong> and aren’t making efforts to engage them on a deeper level, they will become disengaged and they will leave.

If not, here’s the answer: if you don’t know how your employees feel and aren’t making efforts to engage them on a deeper level, they will become disengaged and they will leave.

It’s time for a quarterly eNPS survey — ask these questions.

You should be regularly evaluating the sentiment of your employees. In fact, you should try to collect a survey every 90 days from their start date. (This is something that platforms like Motivosity are great at. Automate your surveys, and the platform will collect rolling data so you’ll always have an accurate pulse on team sentiment.)

image with text - An eNPS survey is a quantitative way to measure how your employees feel about your organization.

Here is a list of questions that you should be asking your employees to understand how they feel about your organization and the work they do.

  1. I receive frequent appreciation for my work.

    Your employees want to know that they are appreciated and recognized for the work they are doing. The answers to this question might act as an indicator of the efficacy of your company’s employee recognition program. If your employees are satisfied here, great! If not, there are steps you can take (like investing in an employee recognition and rewards program) to help them feel appreciated at work.


  2. I have a positive relationship with my manager or supervisor.

    Did you know that a manager accounts for 70% of the variance in employee engagement? Team members need to feel a positive relationship with their manager. To best ensure you are putting the best possible people into management positions, invest in management training, hire the right people, and even promote from within.


  3. I feel connected to my team.

    Nobody wants to work someplace where they feel like an outcast or don’t feel connected to any of their peers. This question is a great indicator of the social health of your team. If improvement is needed, find ways to connect team members through social activities, common interests, and more.


  4. I would not take another similar job for 10% more money.

    Can anyone say company loyalty?! Knowing that your employees would stay with your team, even if they’re offered a raise is huge. This means you’re doing something right and your team feels that the value they get from working with their team is worth the 10% salary difference.


  5. I tell my friends they should work here.

    If your employees are evangelizing for the company, then you know that they are happy with the culture, the team, their work, compensation, and basically just about everything else. The best referrals come from happy employees; so if you want to hire powerhouse people, invest in your current employees.


  6. Employees agree with and live by our company values.

    Your company values shouldn’t just be words on a wall. Create employee values that resonate with your employees and then find ways to implement them into daily work life. Many companies do this through values-based recognition, where peers can recognize the great things they see happening throughout the company and tie them to values.
image with text - Did you know that a manager accounts for 70% of the variance in employee engagement?

So now that you get why eNPS tracking is important, what do you do about it? Motivosity makes it easy for companies to engage their employees. Not only can we help with employee sentiment and data tracking, but we can also help streamline your employee recognition initiatives, management training, and more — all in one place.

Help keep your employees satisfied and engaged and you’ll gain loyal team members that put your organization first.