In this article you will find out…
- How to get more out of your eNPS® survey
Written by Jimmy Björkman, Project Coordinator, Quicksearch
As a project coordinator at Quicksearch, I am involved in many of the projects we carry out, especially projects related to internal investigations at our customers. Common to all these projects is that the end product and what we deliver should be able to help our customers create awareness, which in turn provides an opportunity to create commitment among employees.
In recent years, it has become a matter of course for many companies that carry out employee surveys or more ongoing pulse measurements to measure their employees' willingness to recommend their workplace in connection with these, i.e. eNPS® (Employee Net Promoter Score®). From being an exciting new fly in the ointment a couple of years ago, eNPS® is now a well-integrated expression in most companies.
By measuring eNPS® and thus creating awareness of whether one's employees recommend the workplace or not, it also creates opportunities to further see and follow up which factors create the willingness to recommend. Because when we at Quicksearch talk about eNPS®, we're not just talking about getting a result in the form of an eNPS® value.
In addition to obtaining an eNPS® value based on the question "How likely are you to recommend your workplace of a friend or acquaintance?” it is even more important to follow up which factors influence one's willingness to recommend. By delving deeper and asking yourself the question "What does our eNPS® value depend on" would one be able to identify what it is that creates a willingness to recommend and what it is that affects it both positively and negatively among one's employees. If we only stop at asking the question of the willingness to recommend, there are many goodies that the company misses out on.
Obtaining an eNPS® value for what the company's recommendation willingness looks like among employees initially creates an opportunity to compare oneself with other companies in the same or other industries. But by taking it to the next level, it can give a boost to the work of creating commitment among employees. "Why do they recommend us" and "why don't they recommend us” are important and interesting questions to ask yourself. If these questions can be answered, there is an opportunity to create good conditions for improving poor or already good employee engagement. And in connection with asking these questions linked to an employee survey or heart rate measurements, correlation analyzes and correlations are also made possible in order to be able to identify in a more specific way which factors drive the willingness to recommend, both now and over time.
Conditions change all the time and the awareness made possible based on this method can easily and quickly give your company the opportunity to act on the right issues at the right time. By making the right effort in the right place at the right time, your company has given itself an opportunity to generate greater or improved employee engagement.
Having a high eNPS® value means that the majority of your employees are so-called ambassadors who, in addition to creating value for customers and spreading a good atmosphere among colleagues, also advocate you as an employer to new potential employees.
Contact Us if you have questions about how your company can work to increase the recommendation rate among your employees.
