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eNPS

In today's competitive business landscape, retaining and engaging top talent is more important than ever. But how do you truly gauge the sentiment of your employees and understand their overall satisfaction with their work experience? Enter the Employee Net Promoter Score (eNPS). This simple yet powerful metric has become a go-to tool for organizations seeking to measure employee engagement and loyalty, ultimately leading to improved performance and a thriving workplace.

What is eNPS?

eNPS stands for Employee Net Promoter Score. It is a metric used to measure employee engagement and loyalty by asking one simple question: "On a scale of 0 to 10, how likely are you to recommend this company as a place to work?"

Dengar, kenali, anugerahkan dan kekalkan pekerja anda dengan perisian penglibatan Pekerja kami

What are the benefits of using eNPS?

eNPS are beneficial because:

Measures employee engagement and loyalty: eNPS provides a simple and effective way to gauge how employees feel about their work and the company.
‍Identifies areas for improvement: The eNPS can help companies identify areas where they need to improve to create a more positive work environment.
‍Tracks progress over time: By measuring eNPS regularly, companies can track their progress and see how their efforts to improve employee engagement are paying off.
‍Benchmarks against industry standards: The eNPS can be used to benchmark a company's performance against industry standards.
‍Improves talent acquisition and retention: A high eNPS can help companies attract and retain top talent.

What are some common mistakes to avoid when using eNPS?

Common mistakes to avoid when using eNPS are:

Not acting on the results: The most important step is to take action on the feedback you receive from your employees.
‍Not communicating the results: Share the eNPS results with your employees and explain what you are doing to address their concerns.
‍Not comparing apples to apples: Make sure you are comparing your eNPS to other companies in your industry and of similar size.
‍Not measuring eNPS regularly: Track your eNPS over time so you can see how your efforts are impacting employee engagement.
‍Using eNPS as the only measure of employee engagement: eNPS is just one measure of employee engagement. It is important to use other measures as well to get a complete picture of employee sentiment.

Where can I find more information about eNPS?

You can find more information on eNPS at:

Fred Reichheld's website: https://www.bain.com/consulting-services/customer-strategy-and-marketing/net-promoter-score-system/
‍The Society for Human Resource Management (SHRM): https://www.shrm.org/hr-today/news/hr-magazine/pages/0313-net-promoter-system.aspx
‍Forbes: https://www.forbes.com/sites/forbestechcouncil/2022/06/07/what-your-net-promoter-score-is-trying-to-tell-you/
‍LinkedIn: https://www.linkedin.com/pulse/what-your-employee-net-promoter-score-kustom-hr

How does eNPS work?

Employees are grouped into three categories based on their response:

Promoters (score 9-10): These are employees who are enthusiastic about their work and are highly likely to recommend the company to others.
‍Passives (score 7-8): These employees are satisfied with their jobs but may not be actively engaged or loyal.
‍Detractors (score 0-6): These employees are unhappy with their jobs and are likely to spread negative word-of-mouth about the company.

The eNPS is calculated by subtracting the percentage of detractors from the percentage of promoters. A higher eNPS indicates a more positive and engaged workforce.

How can companies improve their eNPS?

Companies improve their eNPS by:

Focus on employee engagement: Implement strategies to increase employee engagement, such as providing opportunities for professional development, fostering a positive work environment, and recognizing employee achievements.
‍Communicate effectively: Communicate openly and transparently with employees about company goals, decisions, and changes.
‍Gather employee feedback: Regularly gather feedback from employees through surveys, focus groups, and one-on-one meetings.
‍Take action on feedback: Address employee concerns and take action on feedback to demonstrate that their input is valued.
‍Recognize and reward employees: Recognize and reward employees for their contributions and achievements.

Tinjauan nadi pekerja:

Ini ialah tinjauan ringkas yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini terdiri daripada kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh ditadbir secara berkala (bulanan / mingguan / suku tahunan).

Mesyuarat satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak formal dengan setiap ahli pasukan adalah cara terbaik untuk memahami apa yang berlaku dengan mereka. Oleh kerana ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik mengenai sesuatu isu.

eNPS:

eNPS (pekerja skor Net Promoter) adalah salah satu cara yang paling mudah tetapi berkesan untuk menilai pendapat pekerja anda terhadap syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Bagaimana kemungkinan anda mengesyorkan syarikat kami kepada orang lain? Pekerja bertindak balas terhadap kaji selidik eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' untuk mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' untuk mengesyorkannya.

Berdasarkan respons, pekerja boleh diletakkan dalam tiga kategori berbeza:

Promoter
Pekerja yang telah memberi respons positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
Pasif
Pekerja yang kekal neutral dengan jawapan mereka.

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