{"id":32970,"date":"2026-03-11T08:07:41","date_gmt":"2026-03-11T08:07:41","guid":{"rendered":"https:\/\/www.hashmicro.com\/ph\/blog\/?p=32970"},"modified":"2026-03-11T09:21:30","modified_gmt":"2026-03-11T09:21:30","slug":"employee-net-promoter-score","status":"publish","type":"post","link":"https:\/\/www.hashmicro.com\/ph\/blog\/employee-net-promoter-score\/","title":{"rendered":"Employee Net Promoter Score: Unlocking the Key to Engagement and Retention"},"content":{"rendered":"<p><a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/top-hris-software-philippines\/\">Human resource management now focuses<\/a> more on employee experience than routine administration. As competition for talent grows and turnover costs rise, measuring employee satisfaction has become important because it affects performance, retention, and business growth.<\/p>\n<p>One common way to measure this is through Employee Net Promoter Score or eNPS. With one simple question, companies can understand employee loyalty, spot culture issues, and use the results to improve engagement and productivity.<\/p>\n<div id=\"toc_group_article\" style=''>\r\n\t<p style='font-size:25px;font-weight:bold; margin-bottom:0px'>\r\n\t\tTable of Contents\r\n\t<\/p>\r\n\t<ul id=\"list_toc\" class='list_toc'><\/ul>\r\n<\/div>\r\n\r\n<div id=\"placeholder-toc\"><\/div>\r\n<div id=\"toc\">\r\n    <div class=\"header\">\r\n\t<span class=\"toc-title\" id=\"toc-title\">Content Lists<\/span>\t\r\n\t <i class=\"toc-icon\">\r\n        <svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"30\" height=\"30\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#000\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" class=\"header-icon\">\r\n          <path d=\"m6 9 6 6 6-6\" \/>\r\n        <\/svg>\r\n      <\/i>\r\n\t<\/div>\r\n    <div class=\"list\">\r\n      <ul id=\"toc-list\"><\/ul>\r\n    <\/div>\r\n <\/div>\r\n\r\n<style>\r\n\/* Simple styling for the TOC *\/\r\n\t\r\n\t#toc ul li:last-child {\r\n    padding-bottom: 16px; \/* Adjust the value as needed *\/\r\n}\r\n\r\n.td-fix-index {\r\n\t transform: unset !important;\r\n     -webkit-transform: unset !important; \r\n}\r\n.footer-contact .td-fix-index {\r\n\t transform: translateZ(0) !important;\r\n     -webkit-transform: translateZ(0) !important; \r\n}\r\n\t.tdb_single_content .tdb-block-inner.td-fix-index{\r\n\t\tposition: static;\r\n\t}\r\n\t\r\n\r\n\t\r\n#toc {\r\n  background-color: #FFF;\r\n\tpadding: 17px 24px 20px 24px !important;\r\n  margin-bottom: 20px;\r\n\/*   border: 1px solid #9C171E; *\/\r\n  border-radius: 6px;\r\n\tdisplay: none;\r\n  max-width: 100%;\r\n  transition: .4s ease height;\r\n\tmargin-left: 0;\r\n\toverflow: hidden;\r\n}\r\n\r\n#toc .header{\r\n  display: flex;\r\n  align-items: center;\r\n  justify-content: space-between;\r\n\tbackground-color: transparent;\r\n}\r\n\t\r\n\t#toc.sticky .header{\r\n\t\tpadding: 4px 0;\r\n\t}\r\n\t\r\n.header p{\r\n  font-size: 18px !important;\r\n  font-weight: 600 !important;\r\n  color: #393939;\r\n   margin-bottom: 0;\r\n  \/* margin-top: 20px; *\/\r\n}\r\n\r\n.toc-icon{\r\n  float: right;\r\n\/*   visibility: hidden; *\/\r\n}\r\n\r\n\t.toc-title{\r\n\t\tmargin-right: auto;\r\n\/* \t\tpadding-left: 20px; *\/\r\n\t\tfont-weight: 600;\r\n\t\talign-self: center;\t}\t\r\n\r\n#toc ul {\r\n  list-style-type: none;\r\n  padding-left: 0;\r\n  padding-top: 20px;\r\n  margin-top: 0px;\r\n}\r\n\t\r\n#toc.sticky ul{\r\n\toverflow-y: auto;\r\n\tmax-height: 250px;\r\n\tmargin-top: 0px;\r\n\tpadding-top: 20px;\r\n\/* \tborder-top: 1px solid #d3d3d3; *\/\r\n}\r\n\t\r\n#toc ul li {\r\n\/*   margin-bottom: 10px; *\/\r\n  margin-bottom: 10px;\r\n\tmargin-left: 0;\r\n\ttransition: .2s ease;\r\n\tcursor: pointer;\r\n}\r\n\t\r\n\t#toc.sticky ul li {\r\n\t  margin-right: 10px;\r\n\t}\r\n\t\r\n.td-post-content #toc-list li a:hover, .td-post-content #toc-list a.active{\r\n\tbackground-color: #FFF;\r\n\/* \tpadding: 8px 16px 8px 16px; *\/\r\n\tpadding: 4px 16px 4px 16px;\r\n\tborder-radius: 6px;\r\n\tcolor: #9c171e !important;\r\n\tfont-weight: 600 !important;\r\n}\r\n\t\r\n\t.td-post-content #toc-list li:hover a, .td-post-content #toc-list a.active{\r\n\t\tcolor: #9C171E !important;\r\n\t\tfont-weight: 600 !important;\r\n\t}\r\n\t\r\n.td-post-content #toc-list a.active{\r\n\tfont-weight: bold !important;\r\n\tcolor: #9C171E !important;\r\n}\r\n\t\r\n#toc a, .td-post-content #toc-list a {\r\n  text-decoration: none;\r\n  color: #ea1717 !important;\r\n  transition: .2s ease;\r\n\tfont-weight: 400 !important;\r\n\tdisplay: block;\r\n\t\r\n\tpadding: 4px 16px 4px 0;\r\n}\r\n\r\n#toc.sticky {\r\n  position: fixed;\r\n\/*   top: 73px; *\/\r\n\tbottom: 0;\r\n  z-index: 100; \r\n  box-shadow: 0 2px 5px rgba(0,0,0,0.1); \r\n\twidth: 100%; \r\n\tbackground-color: #FFF;\r\n\/* \tbackground-color: #FFF1F1; *\/\r\n\tborder-bottom: 1px solid #ea1717;\r\n\/*   border: 1px solid #393939; *\/\r\n  box-shadow: 0px 0px 14px 0px #00000040;\r\n  cursor: pointer;\r\n\tanimation: fadein .3s ease;\r\n\tpadding: 12px 16px !important;\r\n}\r\n\t\r\n\t.fadein{\r\n\t\tanimation: fadein .3s ease;\r\n\t}\r\n\t\r\n\t.fadeout{\r\n\t\tanimation: fadeout .3s ease;\r\n\t}\r\n\t\r\n\t\r\n\t@keyframes fadein{\r\n\t\t0% {\r\n\t\t\topacity: 0;\r\n\t\t}\r\n\t\t100%{\r\n\t\t\topacity: 1;\r\n\t\t}\r\n\t}\r\n\t\r\n\t@keyframes fadeout{\r\n\t\t0% {\r\n\t\t\topacity: 1;\r\n\t\t}\r\n\t\t100%{\r\n\t\t\topacity: 0;\r\n\t\t}\r\n\t}\r\n\r\n\t\r\n#toc.sticky .header p{\r\n\tmargin-bottom: 10px;\r\n\tmargin-top: 10px;\r\n}\r\n\r\n#toc.sticky .toc-icon{\r\n  visibility: visible;\r\n\/* \ttransition: 0.4s ease; *\/\r\n}\r\n\t\r\n\t.toc-icon{\r\n\t\talign-items: center;\r\n    \tdisplay: flex;\r\n\t}\r\n\t\r\n\tsvg.header-icon{\r\n\/* \t\tbackground-color: #9c171e; *\/\r\n\t\tbackground-color: #FFF;\r\n\t\tborder-radius: 30px;\r\n\t\tpadding: 5px;\r\n\t}\r\n\r\n#toc.sticky .list{\r\n\/*   max-height: 0; *\/\r\n  transition: height 0.4s ease;\r\n}\r\n\t\r\n\t#toc .list{\r\n\/*   max-height: 0; *\/\r\n  transition: height 0.4s ease;\r\n}\r\n\r\n#toc .header.active .toc-icon{\r\n\ttransform: rotate(0deg); \r\n\topacity: 1;\r\n}\r\n\r\n\t#toc .header.active + .list {\r\n\t  max-height: 200px; \/* Adjust this value as needed *\/\r\n\t  opacity: 1;\r\n\t}\r\n\t\r\n\t#placeholder-toc{\r\n\/* \t\tdisplay: none; *\/\r\n\t}\r\n\t\r\n\t@media (min-width: 768px) and (max-width: 991px){\r\n\t\t#toc.sticky{\r\n\/* \t\t\ttop: 104px; *\/\r\n\t\t\tbottom: 0px;\r\n\t\t}\r\n\t\t\r\n\t\t#toc{\r\n\t\t\twidth: unset !important;\r\n\t\t}\r\n\t}\r\n\t\r\n\t@media (max-width: 767px){\r\n\t\t#toc{\r\n\t\t\twidth: 100% !important;\r\n\t\t\tdisplay: inline-block;\r\n\t\t}\r\n\t\t\r\n\t\t#toc.sticky{\r\n\t\t\twidth: 84% !important;\r\n\/* \t\t\ttop: 81px; *\/\r\n\t\t\tbottom: 60px;\r\n\t\t\tmargin-left: auto;\r\n\t\t\tmargin-right: auto;\r\n\t\t\tpadding: 0 16px;\r\n\/* \t\t\tright: 5%; *\/\r\n\t\t}\r\n\t}\r\n<\/style>\r\n\r\n<style>\r\n\t#list_toc li {margin-bottom: 0;margin-top: 5px;}\r\n\t#list_toc > li > ul {padding-left: 20px;margin-bottom: 0;}\r\n\t#list_toc{height:max-content;transition:ease-in-out}\r\n\t#list_toc li {margin-bottom: 0;margin-top: 5px;}\r\n\t#list_toc_float li.active > a {color:#b1252d;background: #ffe1e3;}\r\n\t#list_toc_float li a {padding:3px 7px}\r\n\t#list_toc_float li a {\r\n\t\tdisplay: block;\r\n\t\tcolor:#000;\r\n\t\tmargin-bottom: 10px;\r\n\t\ttransition:all 0.2s ease-in-out;\r\n\t\tfont-size:15px\r\n\t}\r\n\t#list_toc_float li{list-style:none;list-style-position:inside; margin-left:0;}\r\n\t#list_toc_float a:hover{color:#b1252d;}\r\n\t\r\n\t#list_toc_float li a{margin-bottom:0px}\r\n\t#toc_group_float{\r\n\t\tline-height: 24px;\r\n\t\tmax-height: calc(100vh - 100px);\r\n\t\toverflow: auto;\r\n\t\tz-index: 99;\r\n\t\tdisplay:none!important;\r\n\t\tbackground:#fff;\r\n\t\ttransition:all 0.5s linear\r\n\t}\r\n\t\r\n\t@media (min-width:1019px){\r\n\t\t#toc_group_float {\r\n\t\t\tdisplay:block!important;\r\n\t\t\t}\r\n\t\t\t\t#toc_group_article {\r\n\t\t\tdisplay:none;\r\n\t\t}\r\n\t}\r\n\t\r\n\t@media (max-width:768px){\r\n\t\t#toc_group_article {\r\n\t\t\tdisplay:none;\r\n\t\t}\r\n\t}\r\n\t\r\n\t \/* custom scrollbar style *\/\r\n::-webkit-scrollbar {\r\n    width: 7px;\r\n}\r\n::-webkit-scrollbar-track {\r\n    background: #d7a2a4;\r\n}\r\n::-webkit-scrollbar-thumb {\r\n    background: #b1252d;\r\n    border-radius: 15px;\r\n}\t\t\r\n\r\n<\/style>\r\n\r\n<script>\r\n\tdocument.addEventListener('DOMContentLoaded', function() {\r\n\t\t\/\/ Function to handle click on all <a> elements with href starting with #\r\n\t\tfunction handleTitleClick(event) {\r\n\t\t\tevent.preventDefault();\r\n\t\t\tconst targetId = this.getAttribute('href').substring(1);\r\n\t\t\tconst targetElement = document.getElementById(targetId);\r\n\r\n\t\t\tif (targetElement) {\r\n\t\t\t\tconst headerHeight = document.querySelector('#toc .header').offsetHeight;\r\n\t\t\t\tconst navbarHeight = document.getElementById('tdi_34') ? document.getElementById('tdi_34').offsetHeight : 0;\r\n\t\t\t\tconst windowHeight = window.innerHeight;\r\n\t\t\t\tconst targetOffset = targetElement.offsetTop;\r\n\t\t\t\tconst scrollTo = targetOffset + (windowHeight \/ 2) + (headerHeight) - navbarHeight - 40;\r\n\r\n\t\t\t\twindow.scrollTo({\r\n\t\t\t\t\ttop: scrollTo,\r\n\t\t\t\t\tbehavior: 'smooth'\r\n\t\t\t\t});\r\n\t\t\t}\r\n\t\t}\r\n\r\n\t\t\/\/ Add event listener for all <a> elements in toc-list and list-toc\r\n\t\tconst titleLinks = document.querySelectorAll('#toc-list a, #list_toc a');\r\n\t\ttitleLinks.forEach(link => {\r\n\t\t\tlink.addEventListener('click', handleTitleClick);\r\n\t\t});\r\n\t});\r\n<\/script>\r\n\r\n<!-- ToC List for mobile -->\r\n<script>\r\n \/\/ Generate TOC based on headings\r\ndocument.addEventListener(\"DOMContentLoaded\", function() {\r\n  \/\/ Get the element that will contain the TOC\r\n  const tocList = document.getElementById('toc-list');\r\n\r\n  \/\/ Get the element with class 'td-post-content'\r\n  const article = document.querySelector('.td-post-content');\r\n\r\n  \/\/ Find all h2 elements within the article\r\n  const headers = article.getElementsByTagName('h2');\r\n\r\n  \/\/ Loop through the h2 elements and create a list item for each one\r\n  for (let i = 0; i < headers.length; i++) {\r\n    const header = headers[i];\r\n    const headerText = header.textContent;\r\n\/\/     const headerId = 'header-' + i;\r\n    const headerId = headerText\r\n    .toLowerCase()\r\n    .trim()\r\n    .replace(\/[^\\w\\s-]\/g, '')  \/\/ hapus tanda baca\r\n    .replace(\/\\s+\/g, '-'); \/\/ ganti spasi jadi \"-\"\r\n\r\n    \/\/ Set an ID for the header if it doesn't have one\r\n    header.setAttribute('id', headerId);\r\n\r\n    \/\/ Create a list item for the TOC\r\n    const listItem = document.createElement('li');\r\n\r\n    \/\/ Create a link for the list item\r\n    const link = document.createElement('a');\r\n    link.setAttribute('href', '#' + headerId);\r\n    link.textContent = headerText;\r\n\r\n    \/\/ Append the link to the list item\r\n    listItem.appendChild(link);\r\n\r\n    \/\/ Append the list item to the TOC list\r\n    tocList.appendChild(listItem);\r\n  }\r\n});\r\n\r\n\/\/ Keep height and placement of content using placeholder in place of TOC\r\ndocument.addEventListener(\"DOMContentLoaded\", function() {\r\n  const toc = document.querySelector('#toc');\r\n  const placeholderToc = document.querySelector('#placeholder-toc');\r\n\r\n  function setPlaceholderHeight() {\r\n    placeholderToc.style.height = `${toc.offsetHeight}px`;\r\n  }\r\n\r\n  \/\/ Set the initial height of the placeholder\r\n  setPlaceholderHeight();\r\n\r\n  \/\/ Update the height on window resize\r\n  window.addEventListener('resize', setPlaceholderHeight);\r\n});\r\n  const tocTitle = document.querySelector('#toc-title');\r\n\r\n\/\/ Sticky TOC and update heading\r\ndocument.addEventListener(\"DOMContentLoaded\", function() {\r\n  const toc = document.querySelector('#toc');\r\n  const footer = document.querySelector('.td-footer-template-wrap');\r\n  const tocParent = toc.parentElement;\r\n  const divTop = tocParent.getBoundingClientRect().top + window.pageYOffset;\r\n  const tocHeight = toc.offsetHeight;\r\n  const triggerPoint = divTop + tocHeight + 700;\r\n  const footerHeight = footer.offsetHeight;\r\n  const triggerFooterPoint = footer.getBoundingClientRect().top + window.pageYOffset - footerHeight - footerHeight - footerHeight;\r\n  const phtoc = document.querySelector('#placeholder-toc');\r\n  const headers = document.querySelectorAll('.td-post-content h2');\r\n  const navLinks = document.querySelectorAll('#toc-list a');\r\n\t\r\n\tconst panel2 = document.querySelector(\"#toc .list\");\r\n\tvar icon = document.querySelector(\".toc-icon\");\r\n\r\n  let activeLink = null; \/\/ Declare activeLink outside the loop\r\n\t\r\n  \/\/ Function to handle scroll and add\/remove .sticky class\r\n  function handleScroll() {\r\n    const windowTop = window.pageYOffset || document.documentElement.scrollTop;\r\n    let currentHeader = '';\r\n\r\n    \/\/ Highlight user progress as the heading comes\r\n    headers.forEach(header => {\r\n\t\tconst headerTop = header.offsetTop;\r\n\t\tconst headerHeight = header.clientHeight;\r\n\t\tif(window.innerWidth < 767){\r\n\t\t\ttocTitle.textContent = 'Table of Contents'; \/\/ Selalu pertahankan judul ini di mobile\r\n\t\t} else {\r\n\t\t\tif (window.scrollY >= (headerTop - headerHeight + 700)) {\r\n\t\t\t\tconst currentHeaderId = header.getAttribute('id');\r\n\t\t\t\tconst currentHeaderText = document.getElementById(currentHeaderId).textContent;\r\n\t\t\t\ttocTitle.textContent = currentHeaderText;\r\n\t\t\t\tcurrentHeader = currentHeaderId;\r\n\t\t\t}\r\n\t\t}\r\n\t});\r\n\r\n    navLinks.forEach(link => {\r\n      link.classList.remove('active');\r\n      if(currentHeader != '') {\r\n\t\t  if (link.getAttribute('href').includes(currentHeader)) {\r\n\t\t\t  link.classList.add('active');\r\n\t\t  }\r\n\t  }\r\n    });\r\n\r\n    \/\/ Update TOC title if sticky\r\n    if (windowTop > triggerPoint) {\r\n      if (!toc.classList.contains('sticky')) {\r\n        phtoc.style.display = \"block\";\r\n        toc.classList.add('sticky');\r\n        toc.style.width = `${tocParent.offsetWidth}px`; \/\/ Set width to match the parent element\r\n        toc.setAttribute('style', 'width: ' + tocParent.offsetWidth + 'px !important;');\r\n        toc.style.backgroundColor = \"#FFF\";\r\n\t\tpanel2.style.height = '0px';\r\n\t\t  icon.style.transform = \"rotate(180deg)\";\r\n\t\t  if(window.innerWidth < 767){\r\n\t\t\t  tocTitle.textContent = 'Table of Contents'; \/\/ Reset title\r\n       \t\t  toc.style.width = '150px'; \/\/ Set width to match the parent element\r\n\t\t  }\r\n      }\r\n      if (currentHeader) {\r\n        tocTitle.textContent = activeLink ? activeLink.textContent : \"\"; \/\/ Update title only if activeLink exists\r\n      }\r\n    } else {\r\n      toc.classList.remove('sticky');\r\n      phtoc.style.display = \"none\";\r\n      toc.style.width = 'unset'; \/\/ Reset to original width\r\n      toc.style.backgroundColor = \"#FFF\";\r\n      tocTitle.textContent = 'Table of Contents'; \/\/ Reset title\r\n\t\tpanel2.style.height = panel2.scrollHeight + \"px\";\r\n\t\ticon.style.transform = \"rotate(180deg)\";\r\n    }\r\n  }\r\n\r\n    \/\/ Attach the scroll event listener to the window\r\n    window.addEventListener('scroll', handleScroll);\r\n\r\n    \/\/ Initial call to handleScroll to set the correct state on load\r\n    handleScroll();\r\n});\r\n\t\r\n\t\/\/ Open toggle TOC\r\n\t  document.addEventListener(\"DOMContentLoaded\", function() {\r\n\t\tvar tocHeader = document.querySelector(\"#toc .header\");\r\n\t\tvar toc = document.querySelector(\"#toc\");\r\n\t\tvar icon = document.querySelector(\".toc-icon\");\r\n\t\tconst tocTitle = document.querySelector('#toc-title');\r\n\t\tconst tocs = document.querySelector('#toc.sticky');\r\n \t\tconst tocParent = toc.parentElement;\t\t  \r\n\r\n\t\t  tocHeader.addEventListener(\"click\", function() {\r\n\t\t\tvar panel = this.nextElementSibling;\r\n\t\t\tif (panel.style.height !== '0px') { \/\/ Check if height is not 0px\r\n\t\t\t  panel.style.height = '0px'; \/\/ Set height to 0 for full collapse\r\n\t\t\t  icon.style.transform = \"rotate(180deg)\";\r\n\t\t\t\tif(window.innerWidth > 768){\r\n\t\t\t\t\tif(!toc.classList.contains('sticky')){\r\n\t\t\t\t\t\ttoc.style.width = \"unset\";\r\n\t\t\t\t\t}\r\n\t\t\t\t\tif (toc.classList.contains('sticky')){\r\n\t\t\t\t\t\ttoc.style.width = '${tocParent.offsetWidth}px';\r\n\t\t\t\t\t\ttoc.setAttribute('style', 'width: ' + tocParent.offsetWidth + 'px !important;');\r\n\t\t\t\t\t}\r\n\t\t\t\t}\r\n\t\t\t\tif(window.innerWidth < 767){\r\n\t\t\t\t\ttoc.style.width = \"unset\"; \/\/ Reset width\r\n\t\t\t\t}\r\n\t\t\t\ttoc.style.backgroundColor = \"#FFF1F1\";\r\n\t\t\t} else {\r\n\t\t\t  panel.style.height = panel.scrollHeight + \"px\";\r\n\t\t\t  icon.style.transform = \"rotate(0deg)\";\r\n\t\t\t  toc.style.backgroundColor = \"#FFF\";\r\n\t\t\t  tocTitle.textContent = 'Table of Contents'; \/\/ Reset title\r\n\t\t\t\ttoc.style.paddingBottom = '24px';\r\n\t\t\t \tif(window.innerWidth < 767){\r\n\t\t\t\t\ttoc.style.width = `${tocParent.offsetWidth}px`; \/\/ Set width to match the parent element\r\n\t\t\t\t\ttoc.setAttribute('style', 'width: ' + tocParent.offsetWidth + 'px !important;');\r\n\t\t\t\t}\r\n\t\t\t}\r\n\t\t  });\r\n\r\n\t\t  \/\/ Close TOC when a link inside it is clicked\r\n\t\t  var tocLinks = document.querySelectorAll(\"#toc .list a\");\r\n\t\t  tocLinks.forEach(function(link) {\r\n\t\t\tlink.addEventListener(\"click\", function() {\r\n\t\t\t  var panel = document.querySelector(\"#toc .list\");\r\n\t\t\t  panel.style.height = '0px'; \/\/ Set height to 0 for full collapse\r\n\t\t\t  icon.style.transform = \"rotate(180deg)\";\r\n\t\t\t  toc.style.backgroundColor = \"#FFF\";\r\n\t\t\t});\r\n\t\t  });\r\n\t\t});\r\n\t\r\n\/\/ \tmake the heading at the center of the viewport\r\n\/\/ \tdocument.addEventListener('DOMContentLoaded', function() {\r\n\/\/     \/\/ Add click event listener to all links in the TOC list\r\n\/\/     document.querySelectorAll('#toc-list a').forEach(anchor => {\r\n\/\/         anchor.addEventListener('click', function (e) {\r\n\/\/             e.preventDefault(); 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background-color: #fffacd; border-radius: 25px 25px 25px 25px;\" width=\"100%\">\n<tbody>\n<tr>\n<td style=\"padding: 15px; border: none;\">\n<h3 style=\"margin-bottom: 10px;\"><span style=\"background-color: #990000; color: #ffffff; padding: 5px;\"><b>Key Takeaways<\/b><\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\">eNPS is a simple, <a href=\"#a\">effective tool to measure<\/a> employee loyalty and sentiment, offering quick insights to improve culture, retention, and responsiveness compared to traditional surveys.<\/li>\n<li style=\"font-weight: 400;\">eNPS <a href=\"#b\">categorizes employees into<\/a> Promoters, Passives, and Detractors based on their scores. This helps companies understand loyalty levels and tailor HR strategies for improved engagement and performance.<\/li>\n<li>To ensure effective eNPS measurement, <a href=\"#c\">avoid common mistakes like<\/a> ignoring feedback, focusing solely on the score, breaching confidentiality, and conducting surveys during inconsistent conditions, as these can damage trust and accuracy.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 id=\"the-evolution-of-employee-net-promoter-score\"><strong><span id=\"a\">Understanding Employee Net Promoter Score in HR<\/span><\/strong><\/h2>\n<p><img decoding=\"async\" class=\"alignnone wp-image-33234\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-35-1-300x150.webp\" alt=\"Employee-Net-Promoter-Score\" width=\"704\" height=\"352\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-35-1-300x150.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-35-1-768x384.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-35-1-150x75.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-35-1-696x348.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-35-1.webp 800w\" sizes=\"(max-width: 704px) 100vw, 704px\" \/>Employee Net Promoter Score, or eNPS, comes from the original Net Promoter Score introduced by Fred Reichheld in 2003. The idea was simple one recommendation question could reveal loyalty more clearly than long surveys.<\/p>\n<p>Companies later adapted this approach for employees after realizing that customer experience <a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/human-resources-management-system-hrms\/\">depends heavily on employee experience<\/a>. By asking whether employees would recommend the company as a place to work, businesses gained a quick way to measure workplace sentiment.<\/p>\n<p>Compared with long annual surveys, eNPS gives faster and more practical feedback. Today, many companies use it to monitor culture, improve retention, and respond to employee concerns more quickly.<\/p>\n<h2 id=\"understanding-the-core-components-of-enps\"><strong><span id=\"b\">Breaking Down Employee Net Promoter Score<\/span><\/strong><\/h2>\n<p>The methodology groups employees into three categories based on their responses: Promoters, Passives, and Detractors. Understanding these groups helps organizations interpret employee sentiment and develop <a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/best-competency-management-systems\/\">more effective HR strategies<\/a>.<\/p>\n<table style=\"width: 100%; border-collapse: separate; border-spacing: 0; font-family: Arial,sans-serif; font-size: 15px; line-height: 1.6; border: 1px solid #d9d9d9; border-radius: 12px; overflow: hidden;\">\n<thead>\n<tr style=\"background-color: #b10f2e; color: #ffffff;\">\n<th style=\"padding: 12px 14px; text-align: left; width: 35%;\">Employee Category<\/th>\n<th style=\"padding: 12px 14px; text-align: left;\">Explanation<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr style=\"background-color: #ffffff;\">\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\"><strong>Promoters (Score: 9\u201310)<\/strong><\/td>\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\">Highly loyal employees who support the company.<\/td>\n<\/tr>\n<tr style=\"background-color: #fff1f4;\">\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\"><strong>Passives (Score: 7\u20138)<\/strong><\/td>\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\">Satisfied but not strongly loyal employees.<\/td>\n<\/tr>\n<tr style=\"background-color: #ffffff;\">\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\"><strong>Detractors (Score: 0\u20136)<\/strong><\/td>\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\">Dissatisfied employees who may spread negativity.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 id=\"the-mathematical-framework-calculating-enps-accurately\"><strong>Breaking Down the eNPS Formula<\/strong><\/h2>\n<p><img decoding=\"async\" class=\"alignnone wp-image-33232\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-34-1-300x150.webp\" alt=\"Employee-Net-Promoter-Score\" width=\"716\" height=\"358\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-34-1-300x150.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-34-1-768x384.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-34-1-150x75.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-34-1-696x348.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-34-1.webp 800w\" sizes=\"(max-width: 716px) 100vw, 716px\" \/>One reason this metric is widely used is its simple calculation. Unlike more complex engagement measures, Employee Net Promoter Score is easy to calculate, but understanding the formula still matters for accurate reporting and trend analysis.<\/p>\n<p>The formula for calculating the score is as follows:<\/p>\n<p><strong>eNPS = (% of Promoters) &#8211; (% of Detractors)<\/strong><\/p>\n<p>To break this down into actionable steps:<\/p>\n<ol>\n<li><strong>Survey the Workforce:<\/strong> Administer the standard question (&#8220;On a scale of 0-10, how likely are you to recommend this company as a place to work?&#8221;).<\/li>\n<li><strong>Tally the Responses:<\/strong> Count the total number of valid responses received.<\/li>\n<li><strong>Categorize the Data:<\/strong> Group the responses into Promoters (9-10), Passives (7-8), and Detractors (0-6).<\/li>\n<li><strong>Calculate Percentages:<\/strong> Determine the percentage of the total respondents that fall into the Promoter category and the Detractor category.<\/li>\n<li><strong>Apply the Formula:<\/strong> Subtract the percentage of Detractors from the percentage of Promoters.<\/li>\n<\/ol>\n<p>Passives, or scores of 7 and 8, are excluded from the final formula. Their responses still affect the total survey count, but they do not raise or lower the score, which keeps the metric focused on true advocacy and clear dissatisfaction.<\/p>\n<h3><strong>How eNPS Calculation Works in Practice<\/strong><\/h3>\n<p>To illustrate the mechanics of the formula, consider a hypothetical mid sized enterprise with 500 employees. The HR department sends out the survey, and 400 employees respond, yielding an excellent 80% participation rate.<\/p>\n<p>The raw data reveals the following distribution:<\/p>\n<ul>\n<li>160 employees score 9 or 10 (Promoters)<\/li>\n<li>140 employees score 7 or 8 (Passives)<\/li>\n<li>100 employees score 0 to 6 (Detractors)<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"alignnone wp-image-33214\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-01_53_48-PM-300x200.webp\" alt=\"Employee-Net-Promoter-Score\" width=\"686\" height=\"457\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-01_53_48-PM-300x200.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-01_53_48-PM-768x512.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-01_53_48-PM-630x420.webp 630w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-01_53_48-PM-150x100.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-01_53_48-PM-696x464.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-01_53_48-PM.webp 800w\" sizes=\"(max-width: 686px) 100vw, 686px\" \/>The company&#8217;s score is 15. Note that the score is always represented as an absolute integer, not a percentage. The possible range for the score is anywhere from -100 (if every single employee is a Detractor) to +100 (if every single employee is a Promoter).<\/p>\n<h2 id=\"step-by-step-guide-to-implementing-an-enps-program\"><strong>Strategic Implementation: A Step-by-Step Guide<\/strong><\/h2>\n<p><img decoding=\"async\" class=\"alignnone wp-image-33228\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-02_27_00-PM-300x200.webp\" alt=\"Employee-Net-Promoter-Score\" width=\"708\" height=\"472\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-02_27_00-PM-300x200.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-02_27_00-PM-768x512.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-02_27_00-PM-630x420.webp 630w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-02_27_00-PM-150x100.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-02_27_00-PM-696x464.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/ChatGPT-Image-Mar-11-2026-02_27_00-PM.webp 800w\" sizes=\"(max-width: 708px) 100vw, 708px\" \/>Launching an Employee Net Promoter Score program requires more than simply sending out a one-question survey. To yield meaningful, accurate, and actionable data, organizations must approach implementation with strategic rigor.<\/p>\n<h3><strong>Step 1: Secure Leadership Buy-In and Define Objectives<\/strong><\/h3>\n<p>Before launching the survey, leadership must commit to acting on the results. HR teams should also define clear goals for the eNPS program, such as setting a baseline or measuring the impact of recent changes.<\/p>\n<h3><strong>Step 2: Determine the Optimal Cadence<\/strong><\/h3>\n<p><a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/attendance-management-system\/\">Timing matters in employee feedback<\/a>. While annual surveys are outdated, sending them too often can cause survey fatigue. Many organizations run eNPS surveys quarterly or twice a year to track trends without overwhelming employees.<\/p>\n<h3><strong>Step 3: Craft the Survey with an Open Ended Follow Up<\/strong><\/h3>\n<p>The score alone does not explain the full picture. Adding a short follow-up question helps uncover the reason behind the rating and provides useful feedback for improvement. Keep the survey brief so employees can complete it quickly and easily.<\/p>\n<h3><strong>Step 4: Guarantee and Communicate Anonymity<\/strong><\/h3>\n<p>Psychological safety is essential for accurate eNPS results. If employees fear retaliation, they may give inflated scores. Using secure survey platforms and clearly communicating anonymity helps build trust and ensures more honest feedback.<\/p>\n<h3><strong>Step 5: Close the Feedback Loop<\/strong><\/h3>\n<p>The most important step comes after the survey. Leadership should share the results, address key issues, and explain the actions they will take. This builds trust and supports future participation.<\/p>\n<h2 id=\"common-pitfalls-and-how-to-avoid-them\"><strong><span id=\"c\">Common Pitfalls in eNPS Measurement<\/span><\/strong><\/h2>\n<p>Even with the best intentions, organizations can stumble when utilizing eNPS. Being aware of these common traps can save HR teams from squandering valuable time and damaging employee trust.<\/p>\n<table style=\"width: 100%; border-collapse: separate; border-spacing: 0; font-family: Arial,sans-serif; font-size: 15px; line-height: 1.6; border: 1px solid #d9d9d9; border-radius: 12px; overflow: hidden;\">\n<thead>\n<tr style=\"background-color: #b10f2e; color: #ffffff;\">\n<th style=\"padding: 12px 14px; text-align: left; width: 35%;\">Common Mistake<\/th>\n<th style=\"padding: 12px 14px; text-align: left;\">Explanation<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr style=\"background-color: #ffffff;\">\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\"><strong>The &#8220;Black Hole&#8221; of Feedback<\/strong><\/td>\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\">Ignoring employee feedback reduces trust and lowers future participation.<\/td>\n<\/tr>\n<tr style=\"background-color: #fff1f4;\">\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\"><strong>Fixating Only on the Score<\/strong><\/td>\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\">Focusing only on the score ignores the deeper insights from employee comments.<\/td>\n<\/tr>\n<tr style=\"background-color: #ffffff;\">\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\"><strong>Breaching Confidentiality<\/strong><\/td>\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\">Trying to identify respondents breaks trust and harms the survey process.<\/td>\n<\/tr>\n<tr style=\"background-color: #fff1f4;\">\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\"><strong>Inconsistent Survey Conditions<\/strong><\/td>\n<td style=\"padding: 12px 14px; border-top: 1px solid #e5e5e5;\">Running surveys during unusual events can distort results and trends.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><strong>How to Interpret Employee Net Promoter Score Results<\/strong><\/h2>\n<p><img decoding=\"async\" class=\"alignnone wp-image-33231\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-33-300x150.png\" alt=\"Employee-Net-Promoter-Score\" width=\"708\" height=\"354\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-33-300x150.png 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-33-768x384.png 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-33-150x75.png 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-33-696x348.png 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-33.png 800w\" sizes=\"(max-width: 708px) 100vw, 708px\" \/>Employee Net Promoter Score should not be viewed by the number alone. To understand the result properly, companies need to review employee feedback and look for patterns that explain why people feel satisfied, neutral, or dissatisfied.<\/p>\n<p>This deeper reading helps leaders identify what needs improvement and what should be maintained. As a result, the score becomes more useful for strengthening culture, improving engagement, and supporting retention.<\/p>\n<h2><strong>Conclusion<\/strong><\/h2>\n<p>In conclusion, Employee Net Promoter Score (eNPS) is a valuable tool for measuring employee sentiment and loyalty, offering insights into company culture and engagement. By categorizing employees into Promoters, Passives, and Detractors, organizations can identify areas of strength and improvement.<\/p>\n<p>The key to eNPS is not just the score, but how the feedback is acted upon. Regular surveys, clear actions, and transparency help build trust, improve engagement, and support long-term organizational growth.<\/p>\n<h2><strong>FAQ About Employee Net Promoter Score (eNPS)<\/strong><\/h2>\n<ul class=\"bottom_faq\">\n<li>\n<details>\n<summary><strong>How is eNPS calculated?<\/strong><\/summary>\n<p>eNPS is calculated by subtracting the percentage of Detractors from the percentage of Promoters. Passives are excluded from the formula, although they are counted in the total responses.<\/p>\n<\/details>\n<\/li>\n<li>\n<details>\n<summary><strong>What does a good eNPS score look like?<\/strong><\/summary>\n<p>An eNPS score can range from -100 to +100. A positive score (above 0) generally indicates more satisfied employees, while a higher score (above 50) is considered excellent.<\/p>\n<\/details>\n<\/li>\n<li>\n<details>\n<summary><strong>What are the main employee categories in eNPS?<\/strong><\/summary>\n<p>Employees are categorized into three groups: Promoters (scores 9-10), Passives (scores 7-8), and Detractors (scores 0-6). Each group represents different levels of employee loyalty and satisfaction.<\/p>\n<\/details>\n<\/li>\n<li>\n<details>\n<summary><strong>How often should eNPS surveys be conducted?<\/strong><\/summary>\n<p>eNPS surveys are typically conducted quarterly or bi-annually to track employee sentiment without overwhelming employees. Frequent surveys help identify emerging trends quickly.<\/p>\n<\/details>\n<\/li>\n<li>\n<details>\n<summary><strong>Why is anonymity important in eNPS surveys?<\/strong><\/summary>\n<p>Anonymity ensures honest feedback from employees, as they are less likely to inflate scores or fear retaliation. It helps maintain trust in the survey process and improves the quality of responses.<\/p>\n<\/details>\n<\/li>\n<\/ul>\n<p><script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How is eNPS calculated?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"eNPS is calculated by subtracting the percentage of Detractors from the percentage of Promoters. 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With one simple question, companies can [&hellip;]<\/p>\n","protected":false},"author":46,"featured_media":33242,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[21],"tags":[],"class_list":{"0":"post-32970","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-hrm"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.6 (Yoast SEO v26.6) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Employee Net Promoter Score: Unlocking the Key to Engagement and Retention - HashMicro Philippine Blog<\/title>\n<meta name=\"description\" content=\"Learn how Employee Net Promoter Score (eNPS) can boost engagement and retention, and how to implement it for better organizational success.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.hashmicro.com\/ph\/blog\/employee-net-promoter-score\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employee Net Promoter Score: Unlocking the Key to Engagement and Retention\" \/>\n<meta property=\"og:description\" content=\"Learn how Employee Net Promoter Score (eNPS) can boost engagement and retention, and how to implement it for better organizational success.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.hashmicro.com\/ph\/blog\/employee-net-promoter-score\/\" \/>\n<meta property=\"og:site_name\" content=\"HashMicro Philippine Blog\" \/>\n<meta property=\"article:published_time\" content=\"2026-03-11T08:07:41+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-11T09:21:30+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2026\/03\/Untitled-design-36-1.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"800\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Katrina Mendoza\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Katrina Mendoza\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"9 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.hashmicro.com\/ph\/blog\/employee-net-promoter-score\/\",\"url\":\"https:\/\/www.hashmicro.com\/ph\/blog\/employee-net-promoter-score\/\",\"name\":\"Employee Net Promoter Score: Unlocking the Key to Engagement and Retention - 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