eNPS Survey Questions: 15 Examples and How to Run the Survey

Author: Inputly

What is eNPS and which questions should you ask?

eNPS, short for Employee Net Promoter Score, measures whether your employees would recommend your company as a place to work. It is built on a single question: "On a scale of 0 to 10, how likely are you to recommend our company as a place to work?" Respondents scoring 9 or 10 are promoters, 7 or 8 are passives, and 0 to 6 are detractors. The eNPS is the percentage of promoters minus the percentage of detractors, so scores run from -100 to +100. Below are 15 questions: the core question plus follow-ups that explain the score.

How is the eNPS score calculated?

1. Send the 0 to 10 recommendation question.
2. Count promoters (9 to 10), passives (7 to 8) and detractors (0 to 6).
3. Compute promoter percentage and detractor percentage.
4. Subtract: promoter percent minus detractor percent.

Example: 40 percent promoters and 20 percent detractors gives an eNPS of +20. The score is directional, so pair it with open answers to learn what is actually driving it.

15 eNPS survey questions you can copy

The core question

1. "On a scale of 0 to 10, how likely are you to recommend our company as a place to work?"

Open follow-ups (the "why") 2. "What is the main reason for your score?" 3. "What should we keep doing?" 4. "What is the one thing we should change this quarter?"

Leadership and direction 5. "Do you trust the leadership team's decisions?" 6. "Do you understand how your work contributes to company goals?" 7. "How often do you receive useful feedback from your manager?"

Growth and recognition 8. "Do you see a clear path for your career here?" 9. "Do you feel your growth is invested in?" 10. "Are you recognized for good work?"

Work and wellbeing 11. "Do you have the tools and information to do your best work?" 12. "Do you feel comfortable sharing concerns without fear?" 13. "How is your workload balance right now?"

Team and belonging 14. "Would you say your team collaborates well?" 15. "Do you feel you belong here?"

How do you run an eNPS survey?

Make it anonymous. Employees answer honestly only when they trust the channel. Use an anonymous survey mode or a private, passcode-protected space that keeps responses separate from identities.

Keep it short. The score question plus three to five open follow-ups. Employees finish in two minutes, so completion rates stay high.

Set a rhythm. Run the full survey quarterly and a one-question pulse monthly. Trends matter more than any single reading.

Segment carefully. If you have more than one team, compare scores by team, tenure and role to find where the real problems live, without ever revealing individuals.

Publish the plan. Share the top three themes and what you will do about them. A survey without visible follow-up trains employees to stop answering.

Why do employees stop answering eNPS surveys?

Because nothing visibly changes. If the survey is anonymous, the follow-up must be public: share aggregate scores, list the themes, and name the actions. Closing the loop with employees is the same discipline as closing it with customers. The team that sees its feedback become policy keeps participating; the team that sees silence stops.

Frequently Asked Questions

1. Can one employee's score distort the eNPS? In small teams, yes. One detractor can swing the score by double digits, so always read the score together with the open answers.
2. Should you benchmark your eNPS against other companies? Use benchmarks only as context. Your eNPS is most useful compared to your own previous quarters.
3. Do you need special software for eNPS? No. A survey tool with anonymity works. A feedback platform that adds passcode-protected HR spaces and trend charts makes the routine sustainable.
4. What if the eNPS is negative? Treat it as data, not failure. Negative scores with detailed open answers are the fastest route to the real problems.
5. Is eNPS the same as employee engagement? eNPS is one engagement indicator, not the whole picture. Combine it with retention, absenteeism and qualitative themes for a full read.

Run your first anonymous eNPS survey in minutes. Create a private HR space on Inputly and start measuring how your people really feel.