eNPS adapts the classic Net Promoter Score to employment. People answer one question on a 0–10 scale: how likely are you to recommend this company as a place to work?
- 9–10 — promoters. Genuinely enthusiastic; they refer friends.
- 7–8 — passives. Fine, not enthusiastic; excluded from the formula.
- 0–6 — detractors. Actively unhappy or checked out.
eNPS = % promoters − % detractors, giving a range of −100…+100. Anything positive means promoters outnumber detractors; +20…+40 is strong for most companies. The absolute number matters less than the trend and the response rate — a +50 from the 30% of people who bothered to answer is a worse signal than a +15 from everyone.
Two rules make eNPS usable in a 15-person company instead of destructive:
- Anonymity is non-negotiable. In small teams that means minimum-response thresholds before results are shown at all — otherwise "anonymous" is a fiction and people answer accordingly.
- Pair the score with a free-text "why". The number tells you that something changed; the comments tell you what.
In Helia, pulse surveys collect eNPS anonymously with a minimum-response threshold before anything is displayed, and AI theming summarizes the free-text comments without exposing individual answers.