30 eNPS Survey Questions to Assess Employee Satisfaction and Loyalty

You might've heard about NPS, the magic metric that tells you about customer loyalty. But when you add an "e" in front, it's all about the employees. eNPS can be a game-changer, offering insights straight from the horse's mouth. 

But there's a catch.

Asking, "Hey, would you recommend us as a place to work?" is just scratching the surface. 

You want to go deeper than that. And for that, you need the right questions. The ones that'll open the floodgates of feedback.

For this very purpose, we've compiled a list of 30 eNPS survey questions (rated, open-ended, and closed-ended) that don't just get answers. They provide insights.

✍️ What is an eNPS survey?

The Employee Net Promoter Score survey measures the chance of an employee recommending their company as a workplace. Companies use this credible and popular tool to ask questions that assess satisfaction and loyalty.

A resulting eNPS score shows the commitment and happiness of your workforce.

Historically, eNPS surveys focused on one question. This asked respondents: "Rate your likelihood of recommending [Company] as a place of employment to friends and family on a scale of 0 to 10."

This question is based on the Net Promoter Score (NPS), which identifies unhappy customers and examines customer loyalty. The eNPS survey helps HR measure engagement and employee loyalty. 

The logic behind this question lies in the assumption that satisfied employees engaged at work are more likely to recommend their company to others.

eNPS Survey questions (eNPS survey) provide actionable insights by examining:

• Promoters: Your most positive, satisfied, and motivated employees who are happy and engaged. They are the ones who advocate for and promote your brand the most.
• Passives: This category is neutral. They are moderately happy and moderately sad. Unlike the promoters, they are usually satisfied but not entirely dedicated to the organization.
• Detractors: The ratings of your organization's percentage of detractors show their disengagement and dissatisfaction. They won't recommend you as an employer or your products of choice to their friends and families.

A high eNPS score shows a positive work environment, intense loyalty, and a higher likelihood of attracting top talent.

The eNPS score is calculated by the difference between the Promoters % and the Detractors %. The Passive % is not included in the calculation.

You can gather valuable insights from eNPS surveys with rating, open-ended, and close-ended questions. More questions will help you understand and improve satisfaction.

This qualitative feedback improves the employee experience, solves problems, and boosts organizational growth.

❓ What questions should I include in an eNPS survey?

Find the best eNPS survey questions and their importance in measuring employee satisfaction and loyalty. Through each question, you'll clearly see the critical components of an eNPS Survey.

Here are 30 primary questions created to gain deeper and more nuanced insights from your workforce.

Rating scale questions

Here are 10 examples of rating scale questions for eNPS Survey Questions (eNPS survey).

Start each rating scale question by asking the employee, "On a scale of 0-10..."

How likely are you to recommend our organization as a great place to work to your friends or acquaintances?

This question ties directly to the eNPS concept. It gauges how likely an employee is to be a promoter of your organization. A high score suggests that employees are satisfied and enthusiastic about your workplace.

How would you rate the support you receive from your direct manager?

You may want to discuss a management-level issue influencing engagement with your team leaders. And if there is a high percentage of low ratings here and a generally low eNPS score. If an employee feels that little or weak guidance came from management, this can detract from a good score.

How satisfied are you with our organization's career growth and advancement opportunities?

Those planning to stay with your company long-term will be interested in career growth and advancement options. This question will determine if there is a lack of career options or if none are recognized.

How often do you feel recognized and appreciated for your contributions at work?

Engagement, satisfaction, and loyalty are significantly influenced by recognition. Low ratings in this area indicate your company needs additional recognition programs.

How much do you feel your work is meaningful and contributes to the company goals?

It's important to ask if they feel that their work is valued and contributes to the broad goals of your company.

How satisfied are you with our organization's benefits and compensation package?

Employees should be asked how they feel about their compensation and benefits. A significant contributor to long-term satisfaction at a job position is influenced by the benefits offered.

For each of the following rating questions, start by asking the employee, "On a scale of 0-5...".

How well do the company values align with your personal beliefs and values?

This will identify values that can be more effectively implemented into situations and company culture to enhance the working environment for existing and prospective staff.

To what extent do you feel a sense of camaraderie and team spirit at our organization?

Employees need to enjoy the company of their team associates. If the team spirit is low, this will affect the overall morale. This question determines the level of connection and teamwork perceived within the organization.

How effectively does your team work together to achieve common goals?

Is your team working towards team-based objectives that enhance the company? Team meetings should clarify common goals, but if there is a lack of collaboration to reach mutual objectives, that will reflect in this score.

How satisfied are you with our organization's overall work environment and culture?

This finds out if employees are happy with working in a positive environment. Perhaps cultural aspects don't align with an employee, or the atmosphere detracts interest. This is an important question when gauging satisfaction.

Open-ended questions

What suggestions do you have for improving our workplace culture?

Workers can suggest ways to incorporate their beliefs, values, and attitudes at work for the future.

How can our company better support your personal and professional growth?

This shows you care about the employee's future and their retention. Staff can share what's important to them, their role, and career growth.

What drives your motivation to come to your place of work, and can we help further?

This is key to gathering more profound insights into detractors who have become disengaged. The question determines what motivates employees and establishes if they need help to maintain the incentive to carry out duties.

Can you share an example of when you felt engaged or disengaged at your job?

This builds on the previous question to gain more specific information on what may have caused the disengagement, for example.

What strengths and weaknesses exist within our organization overall?

It highlights any strengths and weaknesses from the viewpoint of an employee.

How can we better recognize and reward exceptional performance?

Discovers ways to enhance recognition and reward systems for high performance.

Are there any further training or development opportunities that you would also like to see offered at our organization?

This will inform the types and frequency of training expected for long-term development. Responding to the data here will help increase employee satisfaction.

What can we do to improve communication and collaboration between departments or teams?

This information helps employees communicate and function better across departments.

Close-ended questions

How clearly are goals and expectations communicated to you?

This question will assess the effectiveness of goal and expectation communication from management.

How often do you feel overworked or burnt out?

It's important to find out if peace of mind is low due to overworking. A burned-out staff member is unhappy, after all.

Is there one thing we can do to make you happier at your job?

This question further shows you care about your staff's success and mental health.

Do you believe that other employees have more opportunities for involvement?

This gauges their perception of equal involvement to identify potential disparities in opportunities.

Can you achieve a work-life balance with your current role?

It allows managers to understand if employees feel supported in a growing requirement today. Your company must maintain a healthy balance between work and personal life.

Do you believe in the products and services our company sells?

It focuses on employee satisfaction and evaluates if a sense of pride and trust in the company's products exists, which is crucial for building a solid brand image.

Additional questions

What do you enjoy the most about working here?

 This identifies beneficial elements of the workplace that increase employee happiness.

How often does your management provide you with feedback and coaching?

 The question assesses manager support and involvement in employee growth.

Do you feel inspired and motivated to offer original ideas to our business?

 This will present information on the amount of innovation among staff. Do employees get empowered in their jobs, which can encourage engagement?

Follow up questions

What major factor contributed to your score?

This question helps you understand the drivers of employee satisfaction or dissatisfaction.

Do you have any further comments about the business that weren't addressed by the earlier questions?

It's important to include this question to give employees a chance to voice any perspectives or concerns they might have that were not addressed by the survey, ensuring that employee feedback is heard.

We appreciate your feedback. How can we make working here better for you?

This question is for detractors. When you ask employees for their opinions and act on their feedback, you will improve their job satisfaction and loyalty levels.

Henry Waddilove, the Managing Director of Novus BC, always follows up on eNPS survey results. He makes sure to ask respondents why they think they received the grade they did. He explains why this additional question is important after collecting the survey results.

"This free-form question is meant to elicit further explanations from workers about their ratings, which can shed light on the causes of their contentment or unhappiness. It's useful for pinpointing problem spots."

➡️ Learn how to attract and retain talent with our analysis of 13 drivers of employee engagement.

🔍 Why use an eNPS survey?

The result of the eNPS survey questions (eNPS survey) will show:

• a measure of your business's competitive advantage;
• a simple method to gain a good understanding of workforce morale and satisfaction levels;
• the staff experience and how to address their feelings about working at your premises.

Let's examine 6 reasons your company needs to use an eNPS survey.

Gauge employee loyalty and satisfaction

Measure the likelihood of staff recommending the organization as a place to work.

Understand the level of trust and loyalty towards the company.

Identify areas for improvement

Determine specific points of concern where satisfaction is lower.

Collect qualitative feedback on management, career growth, values, teamwork, and recognition.

Track changes over time

Conducting regular eNPS surveys allows companies to track trends and monitor progress.

It helps determine whether implemented improvements have positively impacted employee satisfaction.

Align values and improve employee retention

Determine how well company values align with your staff's personal beliefs. If there is low alignment, it helps identify gaps and the actions to keep employees.

Foster a positive work culture

The eNPS survey can identify areas related to camaraderie, teamwork, and recognition. Addressing these areas can foster a positive work culture and increase engagement.

Benchmark against industry standards

eNPS scores can be compared against industry benchmarks or internal benchmarks. It provides a way to measure the company's performance relative to competitors' or past performance.

📈 Learn how to improve your eNPS score. We share 15 effective strategies and 3 examples of companies successfully using eNPS surveys to improve employee engagement.

➡️ Measure and drive engagement with Zavvy

With Zavvy, you can continuously measure satisfaction via automated eNPS surveys to always know how people feel and react quickly.

But don't stop at eNPS. Add additional metrics to dive deeper. Once your people fill in the feedback surveys, you can start digging through the data and draw insightful correlations. You can analyze your comments and ratings grouped by:

• department;
• team;
• hire date;
• manager;
• location; 
• and custom Zavvy groups.

You uncovered issues and found potential for improvement. Now what?

Use Zavvy's tool suite to improve eNPS results. Be it growth opportunities, transparent career paths, or more productive 1:1 conversations, Zavvy has the solutions for you and your people. 

📅 Book a demo with our learning consultant. New employee insights are just a few clicks away.

❓ FAQs

How often should I conduct an eNPS survey?

It's dependent on your goals. However, you should aim for at least once a year. Run quarterly eNPS surveys with 10-15 questions to avoid survey fatigue for best results.

How can I ensure that employees participate in the eNPS survey?

Communicate the purpose and benefits: Let employees know that their feedback will drive positive changes in the workplace and contribute to a better work environment.

Engage managers in the process: Encourage them to discuss the survey, emphasize its importance, and show enthusiasm for employee participation.

Focus on the survey user experience and design: Design the survey to be short and easy to complete. A concise survey reduces the time and effort required, making employees more likely to participate.

Provide clear instructions on how to access and complete the survey. Make it easy for employees to understand the process.

How can I ensure anonymity and encourage honest feedback in eNPS surveys?

Here are some strategies for ensuring anonymity and encouraging honest feedback in eNPS surveys:

1. Use third-party platforms with anonymity features: Employees are more likely to provide candid feedback when they know their responses cannot be traced back to them. 
2. Assure confidentiality: Clearly communicate to employees that their responses will be confidential and not linked to their identity. Assure their feedback will be used solely to improve the work environment.
3. Train managers and HR personnel on the importance of anonymity and how to handle survey data confidentially. Clear communication about the process can build trust.
4. Incorporate open-ended questions where employees can provide comments and suggestions anonymously. It will allow them to express their thoughts without fear of repercussions.
5. Regularly reinforce anonymity: Remind employees of the anonymity assurance throughout the survey and in communication about the survey. This reassures them and keeps the concept of anonymity at the forefront.