How can NPS help you retain your best employees?

1 Why NPS matters for employee retention

Employee retention is crucial for any business, as it affects productivity, performance, customer satisfaction, and profitability. Losing your best employees can cost you time, money, and reputation. One of the main reasons why employees leave is because they don't feel valued, appreciated, or aligned with your vision and culture. NPS can help you identify how your employees feel about working for you, and what factors influence their loyalty and advocacy. By asking your employees how likely they are to recommend your company as a place to work, and why, you can get valuable insights into their motivation, satisfaction, and feedback.

2 How to measure NPS for employees

To measure NPS for employees, you need to conduct a simple survey, usually once or twice a year, where you ask them one key question: On a scale of 0 to 10, how likely are you to recommend our company as a place to work to a friend or colleague? Based on their responses, you can categorize your employees into three groups: promoters, passives, and detractors. Promoters are those who give a 9 or 10, and are highly satisfied and loyal. Passives are those who give a 7 or 8, and are neutral or indifferent. Detractors are those who give a 6 or lower, and are unhappy or dissatisfied. To calculate your NPS score, you simply subtract the percentage of detractors from the percentage of promoters. The higher your NPS score, the more likely your employees are to stay and refer others.

3 How to improve NPS for employees

Improving NPS for employees requires more than just measuring it. You must also act on the feedback and suggestions that your employees provide, and demonstrate that you care about their opinions and well-being. To do so, you should communicate the results of the survey and thank your employees for their participation and honesty. Additionally, you should celebrate and recognize the promoters, as well as reach out to the passives and detractors to listen to their concerns and challenges. Moreover, it is important to implement changes based on the feedback of your employees, monitor the impact of your actions, and measure NPS again after a period of time. By doing this, you will show them that you value their input and are committed to creating a positive work environment.

4 How to use NPS for employee retention

Employee retention can be improved by leveraging the power of promoters and reducing the risk of losing passives and detractors. Promoters can be used as ambassadors and advocates for the company, as well as mentors and role models for passives and detractors. Passives and detractors, on the other hand, can be used as sources of innovation and improvement, as well as opportunities for learning and development. Encourage them to voice their ideas, access resources and training, pursue their goals, and collaborate with other teams. This will help to spread the word about your company's culture, values, and benefits, while providing feedback and guidance to their peers.

5 How to get started with NPS for employees

Getting started with NPS for employees is straightforward and cost-effective. You don't need any extravagant tools or software, just a simple survey platform to collect and analyze the responses. To begin, define why you want to measure NPS for employees and what you hope to achieve with the results. Design your survey with a suitable time and frequency, making sure it is succinct and includes the NPS question as well as an optional open-ended question. Distribute your survey using an accessible method such as email, web, or mobile; ensure it is anonymous and confidential, and that your employees understand the purpose of taking it. Then analyze your results by calculating your NPS score and segmenting your employees into promoters, passives, and detractors. Identify patterns, trends, and themes in the feedback and comments. Lastly, communicate the results to your employees and stakeholders, thank them for their participation, recognize promoters, reach out to passives and detractors, implement changes based on feedback priorities, follow up on impact of actions taken, and measure NPS again after a period of time.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?