{"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":"2026-09-01T19:06:51","modified_gmt":"2026-09-01T19:06:51","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":"\n

Short answer:<\/strong> eNPS (employee Net Promoter Score) = % of promoters – % of detractors<\/strong>, on one question: “How likely are you to recommend this company as a place to work?”<\/em> (0-10 scale). Scores range from -100 to +100. A rough reading: 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 – industry, company size, and how you ran the survey<\/em> move it more than actual sentiment does. Here’s how to read it honestly and collect it properly.<\/p>\n\n\n\n

How eNPS is calculated<\/h2>\n\n\n\n

Ask one question on a 0-10 scale, then bucket the answers:<\/p>\n\n\n\n

Score given<\/th>Bucket<\/th><\/tr><\/thead>
9-10<\/td>Promoters<\/strong> – genuinely advocate for you<\/td><\/tr>
7-8<\/td>Passives<\/strong> – content but not enthusiastic (ignored in the math)<\/td><\/tr>
0-6<\/td>Detractors<\/strong> – actively unhappy<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

eNPS = (% Promoters) – (% Detractors)<\/strong><\/p><\/blockquote>\n\n\n\n

Worked example:<\/strong> 100 employees respond – 55 score 9-10, 30 score 7-8, 15 score 0-6.\neNPS = 55% – 15% = +40<\/strong>. Note the 30 passives don’t count directly – but they’re your biggest swing group: nudging passives to promoters is usually easier than converting detractors.<\/p>\n\n\n\n

The 7-8 “passive” 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 – it’s why eNPS separates “not complaining” from “actively championing.”<\/p>\n\n\n\n

What’s a “good” eNPS? Benchmarks with heavy caveats<\/h2>\n\n\n\n

There is no audited global registry, and published numbers vary wildly by methodology, so treat these as broad bands, not targets<\/strong>:<\/p>\n\n\n\n

eNPS range<\/th>Reading<\/th><\/tr><\/thead>
+50 and above<\/td>Excellent – strong advocacy culture<\/td><\/tr>
+30 to +50<\/td>Good – healthy, keep the momentum<\/td><\/tr>
+10 to +30<\/td>Average – real improvement headroom<\/td><\/tr>
0 to +10<\/td>Fragile – a warning, not a crisis<\/td><\/tr>
Below 0<\/td>Act now – more detractors than promoters<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Adjust for context before you judge yourself:<\/p>\n\n\n\n