# eNPS Philosophy

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## Introduction to eNPS

The **Employee Net Promoter Score (eNPS)** is a powerful metric designed to measure employee satisfaction and loyalty within an organization. Adapted from the Net Promoter Score (NPS), which is used to evaluate customer satisfaction, eNPS assesses employee sentiment, attrition, and overall health of the organization. It is a leading indicator of employee engagement, providing actionable insights for fostering a healthier workplace culture.

## Why eNPS Matters?

At PeopleCues, eNPS is central to our approach for building high-performing, people-first organizations. Listening to employees and acting on their feedback helps:

* Boost engagement
* Strengthen alignment and performance
* Build a culture of transparency and trust
* Retain and grow top talent

By capturing the essence of how employees feel about their workplace, eNPS helps empower leaders to make data-driven decisions that prioritize employee well-being and organizational growth.

## Core Principles of eNPS in PeopleCues

1. #### **Deep Insights Through Segmentation**

   PeopleCues enables segmentation by departments, teams, locations, or custom demographics. This allows organizations to identify:

   * What’s working well?
   * Where do the challenges lie?
   * How does sentiment differ across the org?

   These insights make interventions precise, contextual, and impactful.
2. #### **Guaranteed Anonymity for Honest Responses**

   All eNPS surveys in PeopleCues are strictly anonymized. Only cumulative scores are shared with the leadership, admins and managers with a minimum of three responses. Hence, employees can share their true sentiments without any fear of retribution, increasing the authenticity of responses.
3. #### **Actionable Themes and Trends**

   At PeopleCues, the eNPS survey is designed to go beyond simple questions. It includes 57 questions across 15 themes, offering a comprehensive view of employee sentiment.

## **The PeopleCues Framework: Greek Temple Model**

To provide a structured approach to employee engagement, PeopleCues employs the **Greek Temple Block framework**. This framework emphasizes three key elements that uphold organizational success. The elements include:

1. **Foundation: Organizational Principles**
   * Reflects employee pride, affinity and cultural alignment
2. **Pillars: Processes, Practices, People**
   * **Processes**: Clear and efficient workflows for smoother execution
   * **Practices**: represents the organization's people practices & policy frameworks
   * **People**: Covers Leadership, Manager, and Team dynamics
3. **Roof: Employee Sentiment (eNPS)**
   * The overall employee sentiment in the organization.&#x20;

This structured model helps leaders see the big picture and trace feedback back to root causes.

## The eNPS Framework in PeopleCues

At PeopleCues, the eNPS survey is designed to go beyond simple questions. It includes **57 questions across 15 themes**, offering a comprehensive view of employee sentiment. These questions are structured into three key types:

1. **Range-Based Questions**

   Range-based questions use a **0–10 numerical scale** and are specifically designed to quantify employee sentiment with a high degree of granularity. In PeopleCues, this question type is primarily used to calculate two key metrics:

   * **eNPS (Employee Net Promoter Score)**
   * **MRx (Manager Index)**
2. #### **Likert Scale Questions**

   We use a **4-point Likert scale** with the following response options:

   * *Strongly Agree*
   * *Agree*
   * *Disagree*
   * *Strongly Disagree*

   These questions measure employee sentiment across a wide range of engagement themes, such as leadership, communication, recognition, alignment, and more. The 4-point format avoids neutrality and encourages employees to take a clear stance.
3. #### **Open-Text Questions**

   To complement the quantitative data, PeopleCues includes open-ended prompts that allow employees to share detailed feedback. Example questions include:

   * “What is the primary reason for your score?”
   * “What is working well in the organization?”
   * “What needs improvement?”

   These qualitative responses add essential context to the scores and help identify patterns, root causes, and actionable insights.

This combination of structured data and narrative feedback ensures that organizations not only know *what* employees are feeling, but also *why*, empowering leaders to take thoughtful, targeted action.

## Conclusion

At PeopleCues, we believe that engaged employees are the engine of organizational growth. eNPS is not just a metric; it’s a mindset. Our platform makes it easy to capture honest feedback, extract meaningful insights, and take actions that truly matter.

With eNPS, leaders can build workplaces where people feel seen, heard, and motivated to do their best work.

### Sample Org Health Heatmap

<figure><img src="/files/bMU8WiMprQINWVNECu0t" alt=""><figcaption></figcaption></figure>


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