Employee Net Promoter Score Helps Bridge the Difference Gap Between You and Your Employees: Ken Research
Imagine having employees in your organization that are enthusiastic and loyal to your organization. Envisage having a team of employees going above and beyond to convey exceptional, implausible service to keep your customers happy and advance the customer satisfaction.
Net Promoter Score for employees gets praises for it is compact, safeguards the survey fatigue, ease of measuring the results, and the ability to benchmark it, and repeat it at satisfactory intervals because it is simple. All these characteristics certainly put eNPS in a more proficient place.
However, if you combine employee net promoter score with other HR metrics, you will know why employees gave negative feedback. It will discover the reasons behind their performance and assist you with ways to advance it. You can also find out if they feel encouraged enough to work in the organization.
eNPS is built around the similar concept as Net Promoter Score (NPS), originally developed by Fred Reichheld, Bain and Co., and Satmetrix during the 1990s. NPS is utilized to measure customer loyalty, whereas eNPS specifies the employee loyalty.
NPS is measured based on the rejoinders to the question:
"On a scale from 0-10, how probable are you to commend our product/service to your family or friends?"
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eNPS is measures based on the responses to a similar survey question. Instead of products and services, eNPS question assist organizations measure employee loyalty:
"On a scale from 0-10, how likely are you to commend our organization to your family or friends?"
Respondents who score between 0 and 6 are named as detractors. They are discontented with the company and will not buyback. They can spread negative opinions and will not recommend the company to another pupil. Whereas, Passives score either 7 or 8. They are pleased with the company but can conveniently switch to a competitor's offering. They will not spread undesirable reviews of the company but will not enthusiastically encourage the company. In addition, Respondents who score either 9 or 10 are named as promoters. Promoters are trustworthy to the company; they are extremely satisfied with the company and are probable to recommend the same to others.
The Net Promoter Score employee should be utilized as a springboard for further investigation and discussion. You can involve the question as part of a greater employee engagement or satisfaction survey, for example. This provides you the opportunity to include additional questions and open-text response fields. This extra detail and feedback will assist you to consider your eNPS in a broader context, and understand where advancements can be made.
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eNPS of Ken Research is both straightforward and cost-effective to contrivance and allocate to your workforce. It's familiar too, most individuals have completed a satisfaction survey at one point in time and so they know what to do. It doesn't demand much effort on behalf of the employee to finish, so you're probable to get more answers.
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Ankur Gupta, Head Marketing & Communications
Ken Research Pvt. Ltd.,
Unit 14, Tower B3, Spaze I Tech Business Park, Sohna Road, sector 49 Gurgaon, Haryana - 122001, India
Ken Research is a research based management consulting company. We provide strategic consultancy to aid clients on critical business perspective: strategy, marketing, organization, operations and technology transformation, advanced analytics, corporate finance, mergers & acquisitions and sustainability across all industries and geographies. We provide business intelligence and operational advisory across 300+ verticals underscoring disruptive technologies, emerging business models with precedent analysis and success case studies. Some of top consulting companies and Market leaders seek our intelligence to identify new revenue streams, customer/ vendor paradigm and pain points and due diligence on competition.
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