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Glossario dei termini della gestione delle risorse umane e dei benefici per i dipendenti
The employee net promoter score (eNPS) is a metric used to measure employee loyalty and satisfaction within an organization. It is based on the Net Promoter Score (NPS) system developed by Bain & Company, Satmetrix Systems, Inc., and Fred Reichheld, which originally gauged customer loyalty.
Like NPS, eNPS consists of a single question asking employees to rate, on a scale from zero to ten, how likely they are to recommend the organization as a workplace. The system then categorizes the ratings into three groups: promoters (those who rate 9-10), passives or neutrals (those who rate 7-8), and detractors (those who rate 0-6).
A good employee net promoter score can vary greatly depending on the industry, region, and company size. However, any positive eNPS is generally considered good as it indicates that you have more promoters than detractors. A negative eNPS, on the other hand, suggests room for improvement as it means you have more detractors than promoters.
The employee net promoter score (eNPS) is a valuable metric for assessing employee engagement and satisfaction. Improving the eNPS involves understanding the drivers for promoters and detractors and taking concrete steps to enhance the employee experience.
While eNPS can be a powerful tool for measuring employee engagement and loyalty, its implementation comes with several challenges:
1. Gaining buy-in and trust:
2. Designing the right questions:
3. Ensuring data accuracy and integrity:
4. Acting on feedback:
5. Overreliance on a single metric:
6. Cultural fit:
7. Frequency of surveys:
The ways to calculate employee net promoter score include the following
Step 1: Conduct a survey
Step 2: Categorize responses
Step 3: Calculate eNPS
Esempio:
The best employee net promoter score questions include the following:
1. Core eNPS question
2. Follow-up questions for promoters
To understand what's working well:
3. Follow-up questions for passives
To identify areas for improvement:
4. Follow-up questions for detractors
To uncover issues:
Setting a benchmark for eNPS involves understanding the range of scores, industry-specific benchmarks, and the significance of tracking your own company's performance.
Si tratta di brevi sondaggi che possono essere inviati frequentemente per verificare rapidamente cosa pensano i vostri dipendenti di un argomento. Il sondaggio comprende un numero ridotto di domande (non più di 10) per ottenere rapidamente le informazioni. Possono essere somministrati a intervalli regolari (mensili/settimanali/trimestrali).
Organizzare riunioni periodiche di un'ora per una chiacchierata informale con ogni membro del team è un modo eccellente per farsi un'idea reale di ciò che sta accadendo. Trattandosi di una conversazione sicura e privata, aiuta a ottenere maggiori dettagli su un problema.
L'eNPS (employee Net Promoter score) è uno dei metodi più semplici ma efficaci per valutare l'opinione dei dipendenti sulla vostra azienda. Include una domanda intrigante che misura la fedeltà. Un esempio di domande eNPS è il seguente: Quanto è probabile che raccomandi la nostra azienda ad altri? I dipendenti rispondono al sondaggio eNPS su una scala da 1 a 10, dove 10 indica che è "altamente probabile" che raccomandino l'azienda e 1 indica che è "altamente improbabile" che la raccomandino.
The ways to measure employee net promoter score include the following steps
1. Ask the right question:
2. Categorize responses:
3. Calculate eNPS:
Example
Let's say you have 100 employees.
Your eNPS would be:
4. Interpreting eNPS
5. Additional considerations
Net Promoter Score (NPS) and Employee Net Promoter Score (eNPS) are both used to measure satisfaction, loyalty, and engagement, but they have some key differences:
The Employee Net Promoter Score (eNPS) serves as a valuable tool for organizations, offering several benefits that contribute to enhancing employee satisfaction, engagement, and overall business performance.
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