{"id":73,"date":"2026-09-01T19:06:51","date_gmt":"2026-09-01T19:06:51","guid":{"rendered":"http:\/\/localhost:8080\/smallhrtools\/blog\/?p=73"},"modified":"2026-10-17T22:25:05","modified_gmt":"2026-10-17T22:25:05","slug":"enps-benchmarks-what-is-a-good-score","status":"publish","type":"post","link":"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/","title":{"rendered":"eNPS Benchmarks 2026: What Score Is Actually Good (and How to Run the Survey)"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#How_eNPS_is_calculated\" >How eNPS is calculated<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#Whats_a_%E2%80%9Cgood%E2%80%9D_eNPS_Benchmarks_with_heavy_caveats\" >What&#8217;s a &#8220;good&#8221; eNPS? Benchmarks with heavy caveats<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#Running_the_survey_so_the_number_means_something\" >Running the survey so the number means something<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#eNPS_vs_the_metrics_that_explain_it\" >eNPS vs the metrics that explain it<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#How_to_compute_it_without_a_tool\" >How to compute it without a tool<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#Frequently_Asked_Questions_%E2%80%93_FAQs\" >Frequently Asked Questions &#8211; FAQs<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#Why_are_passives_7-8_ignored\" >Why are passives (7-8) ignored?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#How_many_responses_do_I_need\" >How many responses do I need?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#Can_I_compare_my_eNPS_to_a_competitors_published_score\" >Can I compare my eNPS to a competitor&#8217;s published score?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/smallhrtools.com\/blog\/enps-benchmarks-what-is-a-good-score\/#Is_eNPS_enough_on_its_own\" >Is eNPS enough on its own?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n<p class=\"wp-block-paragraph\"><strong>Short answer:<\/strong> eNPS (employee Net Promoter Score) = <strong>% of promoters &#8211; % of detractors<\/strong>, on one question: <em>&#8220;How likely are you to recommend this company as a place to work?&#8221;<\/em> (0-10 scale). Scores range from -100 to +100. A rough reading: <strong>above +30 is good, above +50 is excellent, 0 to +30 is average with work to do, and negative means act now.<\/strong> But the number is almost useless without context &#8211; industry, company size, and <em>how you ran the survey<\/em> move it more than actual sentiment does. Here&#8217;s how to read it honestly and collect it properly.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_eNPS_is_calculated\"><\/span>How eNPS is calculated<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Ask one question on a 0-10 scale, then bucket the answers:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Score given<\/th><th>Bucket<\/th><\/tr><\/thead><tbody><tr><td>9-10<\/td><td><strong>Promoters<\/strong> &#8211; genuinely advocate for you<\/td><\/tr><tr><td>7-8<\/td><td><strong>Passives<\/strong> &#8211; content but not enthusiastic (ignored in the math)<\/td><\/tr><tr><td>0-6<\/td><td><strong>Detractors<\/strong> &#8211; actively unhappy<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong>eNPS = (% Promoters) &#8211; (% Detractors)<\/strong><\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Worked example:<\/strong> 100 employees respond &#8211; 55 score 9-10, 30 score 7-8, 15 score 0-6.\neNPS = 55% &#8211; 15% = <strong>+40<\/strong>. Note the 30 passives don&#8217;t count directly &#8211; but they&#8217;re your biggest swing group: nudging passives to promoters is usually easier than converting detractors.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The 7-8 &#8220;passive&#8221; gap is deliberate. A 7 out of 10 feels positive to the person giving it but predicts almost no advocacy, so eNPS refuses to reward it. That strictness is the point &#8211; it&#8217;s why eNPS separates &#8220;not complaining&#8221; from &#8220;actively championing.&#8221;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/How_eNPS_is_calculated-1024x572.jpg\" alt=\"How eNPS Is Calculated\" class=\"wp-image-320\" srcset=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/How_eNPS_is_calculated-1024x572.jpg 1024w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/How_eNPS_is_calculated-300x167.jpg 300w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/How_eNPS_is_calculated-767x428.jpg 767w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/How_eNPS_is_calculated.jpg 1376w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Whats_a_%E2%80%9Cgood%E2%80%9D_eNPS_Benchmarks_with_heavy_caveats\"><\/span>What&#8217;s a &#8220;good&#8221; eNPS? Benchmarks with heavy caveats<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">There is no audited global registry, and published numbers vary wildly by methodology, so treat these as <strong>broad bands, not targets<\/strong>:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>eNPS range<\/th><th>Reading<\/th><\/tr><\/thead><tbody><tr><td>+50 and above<\/td><td>Excellent &#8211; strong advocacy culture<\/td><\/tr><tr><td>+30 to +50<\/td><td>Good &#8211; healthy, keep the momentum<\/td><\/tr><tr><td>+10 to +30<\/td><td>Average &#8211; real improvement headroom<\/td><\/tr><tr><td>0 to +10<\/td><td>Fragile &#8211; a warning, not a crisis<\/td><\/tr><tr><td>Below 0<\/td><td>Act now &#8211; more detractors than promoters<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Adjust for context before you judge yourself:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Industry:<\/strong> tech and professional services skew higher; retail, hospitality, and frontline-heavy sectors routinely run 20-30 points lower for structural reasons (shift work, thin margins, high churn). A <strong>-5 in hospitality<\/strong> can be sector-normal; a <strong>+15 in SaaS<\/strong> can be underperformance.<\/li>\n\n\n\n<li><strong>Company size:<\/strong> small teams often post higher eNPS (closer relationships, more visible impact) &#8211; a 12-person startup at +45 and a 5,000-person firm at +45 are not comparable achievements.<\/li>\n\n\n\n<li><strong>Trend beats level:<\/strong> your own eNPS moving from +20 to +35 over three surveys tells you more than any benchmark. Track the direction.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Infographic_about_eNPS_score_bands-1024x572.jpg\" alt=\"Infographic About eNPS Score Bands\" class=\"wp-image-322\" srcset=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Infographic_about_eNPS_score_bands-1024x572.jpg 1024w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Infographic_about_eNPS_score_bands-300x167.jpg 300w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Infographic_about_eNPS_score_bands-767x428.jpg 767w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Infographic_about_eNPS_score_bands.jpg 1376w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Running_the_survey_so_the_number_means_something\"><\/span>Running the survey so the number means something<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A badly run eNPS survey produces a precise-looking number built on sand. The rules:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Guarantee anonymity, and mean it.<\/strong> eNPS lives or dies on honesty. Never report results for any group smaller than <strong>5 respondents<\/strong> &#8211; below that, people can be identified and will answer defensively (or not at all). This single threshold protects the data more than any tooling.<\/li>\n\n\n\n<li><strong>Keep it to the one question &#8211; then add one open text box:<\/strong> <em>&#8220;What&#8217;s the main reason for your score?&#8221;<\/em> The number tells you the temperature; the comments tell you why, and the why is what you act on.<\/li>\n\n\n\n<li><strong>Cadence: quarterly is the sweet spot.<\/strong> Annual is too slow to catch problems; monthly causes survey fatigue and score drift. Quarterly gives a trend without exhausting people.<\/li>\n\n\n\n<li><strong>Time it away from noise<\/strong> &#8211; not the week of layoffs, bonus letters, or a reorg. Those spike or crater the score without reflecting the underlying culture.<\/li>\n\n\n\n<li><strong>Close the loop, visibly.<\/strong> Share results and at least one action taken. A survey that vanishes into management teaches people not to answer the next one &#8211; the same trust rule that governs <a href=\"https:\/\/smallhrtools.com\/blog\/stay-interview-questions-script\/\">stay interviews<\/a>.<\/li>\n<\/ol>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Five_rules_for_eNPS_survey-1024x572.jpg\" alt=\"Five Rules For eNPS Survey\" class=\"wp-image-324\" srcset=\"https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Five_rules_for_eNPS_survey-1024x572.jpg 1024w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Five_rules_for_eNPS_survey-300x167.jpg 300w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Five_rules_for_eNPS_survey-767x428.jpg 767w, https:\/\/smallhrtools.com\/blog\/wp-content\/uploads\/2026\/09\/Five_rules_for_eNPS_survey.jpg 1376w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"eNPS_vs_the_metrics_that_explain_it\"><\/span>eNPS vs the metrics that explain it<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">eNPS is a <strong>thermometer, not a diagnosis<\/strong> &#8211; it tells you something&#8217;s hot without telling you why. Pair it with:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Employee satisfaction score<\/strong> &#8211; a broader contentment read that catches &#8220;not unhappy but not advocating&#8221; (your <a href=\"https:\/\/smallhrtools.com\/tools\/employee-satisfaction-score-calculator\/\">Employee Satisfaction Score Calculator<\/a> scores this from survey response counts).<\/li>\n\n\n\n<li><strong>Engagement index<\/strong> &#8211; composites multiple drivers (manager support, growth, recognition) into one score, which is where you go <em>hunting<\/em> once eNPS flags a problem (<a href=\"https:\/\/smallhrtools.com\/tools\/engagement-index-calculator\/\">Engagement Index Calculator<\/a>).<\/li>\n\n\n\n<li><strong>The hard behavioural metrics<\/strong> &#8211; a falling eNPS usually precedes rising <a href=\"https:\/\/smallhrtools.com\/tools\/employee-turnover-calculator\/\">turnover<\/a> and <a href=\"https:\/\/smallhrtools.com\/tools\/absenteeism-rate-calculator\/\">absenteeism<\/a> by a quarter or two. When the survey and the exit data disagree, trust the exit data &#8211; but a leading survey signal is exactly what lets you act before it becomes a departure.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_to_compute_it_without_a_tool\"><\/span>How to compute it without a tool<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">You don&#8217;t need software. In a spreadsheet: count responses of 9-10 (P) and 0-6 (D), divide each by total responses, subtract:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><code>eNPS = (P \/ total \u00d7 100) - (D \/ total \u00d7 100)<\/code><\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">For 100 responses with 55 promoters and 15 detractors, that&#8217;s 55 &#8211; 15 = <strong>+40<\/strong>. Any survey tool (Google Forms + a sheet works) collects the 0-10 responses; the arithmetic is one formula.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions_%E2%80%93_FAQs\"><\/span>Frequently Asked Questions &#8211; FAQs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n<div id=\"rank-math-faq\" class=\"rank-math-block\">\n<div class=\"rank-math-list \">\n<div id=\"faq-question-1792275852025\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"Why_are_passives_7-8_ignored\"><\/span><strong>Why are passives (7-8) ignored?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Because a 7 predicts almost no advocacy &#8211; eNPS deliberately measures enthusiasm, not mere absence of complaint. Passives still matter as your easiest conversion pool, but they don&#8217;t move the headline number.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1792275863326\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"How_many_responses_do_I_need\"><\/span><strong>How many responses do I need?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Aim for a response rate above 60-70% and never report a segment under 5 people. Low response rates skew toward the extremes (very happy and very angry answer; the middle skips).<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1792275874458\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"Can_I_compare_my_eNPS_to_a_competitors_published_score\"><\/span><strong>Can I compare my eNPS to a competitor&#8217;s published score?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>Cautiously &#8211; methodologies and timing differ. Same-industry, same-size, and your own trend are the only reliable comparisons.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1792275887811\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><span class=\"ez-toc-section\" id=\"Is_eNPS_enough_on_its_own\"><\/span><strong>Is eNPS enough on its own?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>No. It&#8217;s a single-question temperature check. Use it to <em>trigger<\/em> a deeper look with an engagement index or satisfaction survey, not as a standalone verdict on your culture.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Calculators referenced: <a href=\"https:\/\/smallhrtools.com\/tools\/employee-satisfaction-score-calculator\/\">Employee Satisfaction Score<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/engagement-index-calculator\/\">Engagement Index<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/employee-turnover-calculator\/\">Employee Turnover<\/a> \u00b7 <a href=\"https:\/\/smallhrtools.com\/tools\/absenteeism-rate-calculator\/\">Absenteeism Rate<\/a>. eNPS itself is a one-formula manual calculation (% promoters &#8211; % detractors); pair the score with a driver metric to know what to fix.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>What eNPS score is actually good, benchmarks by industry, and how to run the survey properly &#8211; the anonymity threshold, cadence, and scoring, explained.<\/p>\n","protected":false},"author":1,"featured_media":124,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-73","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-help"],"_links":{"self":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts\/73","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/comments?post=73"}],"version-history":[{"count":5,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts\/73\/revisions"}],"predecessor-version":[{"id":326,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/posts\/73\/revisions\/326"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/media\/124"}],"wp:attachment":[{"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/media?parent=73"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/categories?post=73"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/smallhrtools.com\/blog\/wp-json\/wp\/v2\/tags?post=73"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}