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eNPS Calculator (Employee Net Promoter Score)

Turn one survey question into a single number you can track quarter on quarter.

Your numbers

Your eNPS
 
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How is eNPS calculated?

Subtract the percentage of detractors (scores 0 to 6) from the percentage of promoters (scores 9 to 10). Passives (scores 7 to 8) are left out of the subtraction but still count in your response total. The final score sits somewhere between minus 100 and plus 100.

Where Compono fits

A score tells you how people feel this quarter. It does not tell you who the detractors are or what would win them back. Compono Engage connects the number to the behavioural patterns underneath it, so a falling eNPS becomes a list of things to act on rather than a slide to explain away. Compono holds 4.8 out of 5 on Capterra and is built on decades of psychometric research, not AI hype.

See how it works

How it's calculated

eNPS is the percentage of promoters (people who scored 9 or 10) minus the percentage of detractors (people who scored 0 to 6). Passives (7 or 8) count towards your total responses but not the score itself. The result runs from minus 100 to plus 100. Anything above 0 is positive, 10 to 30 is favourable, 30 and above is strong, and 50 and above is excellent.

New to the term? Read the plain-English definition of eNPS in the HR Glossary.

Common questions

What is a good eNPS score?

Anything above 0 means you have more advocates than critics. A score of 10 to 30 is favourable, 30 and above is strong, and 50 and above is excellent. Context matters though. Industry, size, and how recently you surveyed all shift what counts as good for you.

How often should we measure eNPS?

Quarterly works for most teams. Often enough to spot a trend, rare enough that people do not tune it out. The single biggest mistake is measuring it once, reporting it, then never acting, which trains people to stop answering honestly.

Why use eNPS instead of a full engagement survey?

They do different jobs. eNPS gives you one trackable number that is easy to compare over time. A full engagement survey gives you the detail behind it. Run the score for the trend and the deeper read for the why, and you cover both.

This page is general information, not legal advice. We check figures annually and update them on a best-efforts basis, but employment rules change and we cannot promise everything here is current or complete. Before you act on it, confirm the detail with the relevant authority in your country or your own adviser. Last reviewed July 2026.