Employee Net Promoter Score (eNPS) is one of the fastest, clearest indicators of employee engagement, cultural health, and future retention risk. High eNPS correlates with stronger performance, better customer experiences, and significantly lower turnover costs. But traditional survey tools only measure sentiment — they don’t help you move the number.
Motivosity changes that.
By pairing automated eNPS measurement with the systems that actually drive engagement — consistent recognition, social connection, meaningful rewards, and streamlined communication — organizations see measurable, repeatable improvements in culture and loyalty over time.
Companies using Motivosity report:
In today’s landscape of burnout, disconnection, hybrid work, and economic pressure, eNPS is not just a metric — it’s a strategic lever. And Motivosity is how modern organizations take control of it.
Every company wants to know the same thing:
“Do our employees actually think this is a great place to work?”
Employee Net Promoter Score (eNPS) gives you a simple, powerful way to quantify that answer — and see cultural issues long before they become attrition, disengagement, or stalled performance.
This guide breaks down what eNPS is, how to measure it, and how the most forward-thinking organizations use Motivosity to meaningfully improve the employee experience.
eNPS—Employee Net Promoter Score—stems from the same philosophy as traditional NPS (Net Promoter Score), which measures how likely customers are to recommend your company.
But eNPS turns that lens inward.
Instead of asking customers if they’d recommend your product, you ask employees:
“On a scale of 0–10, how likely are you to recommend this company as a place to work?”
It’s a deceptively simple question that reveals how your people actually feel about leadership, connection, recognition, communication, workload, and culture.
Just like NPS, responses fall into three groups:
Enthusiastic, loyal employees who lift culture, inspire others, and often drive innovation.
Generally satisfied but not fully committed — they’re at risk of sliding toward disengagement without targeted support.
Actively dissatisfied employees who may be looking for a way out — and may influence others negatively.
eNPS=% Promoters− % Detractors
If 50% of employees are Promoters and 20% are Detractors, your eNPS is 30.
It’s not a percentage. It’s not the number of satisfied employees. It’s a snapshot of cultural momentum — whether your culture is trending positive or negative based on the people living it every day.
The workforce has changed. Expectations have changed. And the drivers of satisfaction have changed.
Today’s reality:
When employees are disconnected, the business pays the price.
Research and Motivosity customer data show that organizations with higher eNPS see:
eNPS is not just HR’s problem.
It is a leading indicator for culture, performance, retention, and business stability.
eNPS is a window into the questions employees ask themselves every day:
Motivosity’s MV6 methodology expands the single eNPS question with six validated drivers of engagement, including:
This creates a holistic, actionable picture of employee sentiment — not just a number.
Here are the essential employee sentiment questions recommended by Motivosity’s MV6 model:
These questions measure what actually drives loyalty — recognition, belonging, connection, leadership, and cultural alignment.
Recognition is the #1 driver of engagement.
But traditional methods are inconsistent, top-down, and delayed.
Organizations using Motivosity see an average of 4.7 recognitions per employee per month — nearly 18x higher than legacy tools — which directly correlates with higher eNPS.
Managers influence 70% of engagement variance.
This is why follow-up eNPS questions about manager relationships matter so deeply.
Motivosity helps managers:
Employees don’t stay for perks. They stay for people.
Motivosity Spaces gives employees:
Companies using Spaces report feeling 2x more connected to their culture.
Rewards do not create engagement on their own — but when paired with recognition, they amplify it.
With the ThanksMatters Visa Card and millions of global reward options, employees can choose what is meaningful to them, which drives emotional impact and loyalty.
Employees notice when they’re forgotten — birthdays, anniversaries, onboarding, achievements.
Automation ensures consistency, fairness, and reliability.
Motivosity users frequently cite milestone automation as one of the most morale-lifting improvements in their culture.
Traditional survey tools give you data.
Motivosity gives you data and the systems to improve the data.
With Motivosity, organizations can:
Motivosity is where your culture lives — and where your engagement strategy becomes real.
If you’re serious about:
…then eNPS is one of the most important metrics you can track.
And Motivosity is the most modern, complete way to measure and improve it.
Want to see how Motivosity's Pulse Surveys enhances eNPS, recognition, rewards, and connection? Get a demo today.
