Free Employee Net Promoter Score Survey

This foundational eNPS question establishes a baseline loyalty metric that guides overall employee satisfaction analysis. It directly reflects your workforce's advocacy potential.

Gathering the main reason for their score offers qualitative context that clarifies motivators and concerns. This open-ended insight is essential for targeted follow-up actions.

Pride in the workplace correlates strongly with long-term retention and advocacy. Measuring this sentiment helps you understand underlying emotional drivers.

The frequency of positive mentions indicates genuine enthusiasm and external reputation impact. Tracking this behavior highlights how often employees serve as brand ambassadors.

Culture and values alignment directly influences employees' willingness to promote the company. A strong cultural fit often translates to higher eNPS scores.

Clarity on mission and vision fosters engagement by connecting daily tasks to broader goals. Assessing understanding of your mission helps reveal communication gaps.

Feeling appreciated is a core driver of advocacy and retention. This question gauges whether recognition practices align with employee expectations.

Intent to stay highlights potential turnover risks among promoters, passives, and detractors. Early detection of retention concerns allows for proactive engagement strategies.

Confidence in leadership direction underpins trust and willingness to recommend the organization. This sentiment can significantly sway overall eNPS results.

Effective communication ensures employees feel informed and valued. Strong news-sharing practices enhance transparency and support higher recommendation likelihood.

Identifying motivating cultural elements highlights strengths that drive promoter behavior. This insight helps replicate successful cultural practices across teams.

This question reveals which benefits truly resonate with employees. Understanding preferred rewards guides strategic resource allocation.

Empowerment correlates with ownership and advocacy. Measuring decision-making autonomy uncovers areas for leadership improvement.

Clarity in career progression fosters long-term commitment. Assessing perceived development paths can boost morale and recommendation.

Managerial support is a key driver of employee satisfaction and advocacy. Recognition from leaders strengthens promoter sentiments.

Company initiatives can be a source of pride and advocacy. Recognizing impactful programs informs future team-building efforts.

Collaborative environments enhance engagement and loyalty. This question assesses whether the current setup encourages teamwork.

Effective learning programs nurture growth and sustain promoter status. Evaluating training impact ensures alignment with employee needs.

Work-life integration affects overall well-being and recommendation likelihood. Gauging balance supports wellness initiatives and retention.

Shared values form the basis of organizational loyalty. Identifying resonant values guides cultural communication strategies.

This question uncovers gaps in the employee experience that could elevate neutral sentiment to positive. It informs targeted improvements for mid-level advocates.

Feedback and recognition drive continuous engagement. Assessing satisfaction in this area helps strengthen passive support.

Work-life balance influences overall morale and advocacy. Understanding weekly balance perceptions identifies areas for wellness programs.

Challenging roles keep employees engaged and prevent stagnation. Evaluating role difficulty informs job design enhancements.

Clear expectations reduce uncertainty and foster confidence. This insight guides goal-setting and communication processes.

Cross-department communication impacts collaboration and job satisfaction. Measuring effectiveness reveals silos and collaboration opportunities.

Perceived fairness in compensation affects motivation and loyalty. Assessing this sentiment supports equitable reward strategies.

Responsiveness to concerns indicates organizational support. This measure helps improve trust and reduce frustration.

Gathering employee suggestions drives participatory culture and targeted improvements. This open-ended item surfaces practical change ideas.

Company events foster community and belonging. Knowing participation willingness helps plan engagement initiatives.

Understanding core detractor reasons uncovers root causes of dissatisfaction. This clarity guides targeted improvement strategies.

Insufficient support undermines job performance and morale. Evaluating resource adequacy highlights operational gaps.

Transparency fosters trust and reduces uncertainty. This question diagnoses clarity in communication of key decisions.

Feeling unheard deepens disengagement. Assessing concern resolution practices identifies areas for process enhancement.

Leadership communication quality directly influences employee trust. Measuring satisfaction here reveals top-down communication issues.

Effective conflict resolution preserves workplace harmony. Understanding handling efficacy directs training or policy changes.

Psychological safety encourages honest dialogue. This measure gauges whether employees feel safe sharing real concerns.

Consistency in evaluations ensures fairness and motivation. Assessing performance process transparency supports equity goals.

Identifying necessary changes for recommendation informs strategic planning. This forward-looking question aids in crafting targeted solutions.

Support during challenges reflects organizational commitment to employee welfare. Understanding support levels helps boost lower advocates.

Perceived contribution to success drives a sense of purpose and advocacy. Measuring this ensures employees see the impact of their work.

Strong peer connections enhance engagement and promote advocacy. Assessing team connectedness identifies social support needs.

Initiative in development reflects engagement beyond standard programs. This question highlights self-driven growth behaviors.

Feeling valued for unique skills increases satisfaction and loyalty. Understanding skill appreciation guides recognition programs.

Encouraging idea-sharing fosters innovation culture. This insight supports mechanisms for employee-led improvements.

Goal alignment reinforces commitment and retention. Assessing personal-company objective fit helps adjust motivational strategies.

Career advancement support is critical for long-term loyalty. Evaluating satisfaction here informs mentorship and training investments.

Trust with information signals confidence in employees. Measuring this indicates transparency and security perceptions.

Team collaboration effectiveness underpins productivity and satisfaction. Understanding collaboration gaps guides team-building efforts.

Direct input on engagement improvements empowers employees. Gathering focused suggestions drives actionable change.