Examples of questions and questionnaire templates

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Although eNPS is built on a single, important question, the test should not be limited to it. Additional tasks can be used to identify specific areas for improvement or to find out what influences employee loyalty.

Let's look at an approximate list of questions in the eNPS questionnaire for employees:

The main question for the eNPS metric is: “How likely are you to recommend employment at our organization to your circle of friends?” (scale from 0 to 10)

“What exactly do you like about working for the company?” (open-ended question)

“What changes and improvements does the company need in your opinion?” (open-ended question)

"How would you rate the comfort netherlands email list of your workplace?" (scale from 1 to 5)

"How would you rate the attitude of staff and management?" (scale from 1 to 5)

The provided example of a questionnaire will help the manager to develop his own version of the questionnaire.

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Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
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How many people do you need to survey to get a real picture of loyalty?
The sample size that ensures the objectivity of the analysis is determined based on the scale of the enterprise:

Number of employees of the enterprise Sample (%) Number of responses required for reliable results (%)
50-100 100 80
100-250 60 45
250-1000 50 35
1000-5000 40 30
5000+ 30 20
Small firms usually do not require a formal loyalty assessment. Here it is better to conduct personal conversations with subordinates to learn about their problems, motivation and working conditions.

Large companies are not recommended to involve new specialists in the survey who have not yet adapted to the team, may be stressed or, on the contrary, will be overly optimistic. It is more useful to find out the degree of satisfaction with the adaptation process from new employees, rather than the loyalty index to the enterprise.

When analyzing eNPS, similarly to other group interviews, you can pre-set data filters for in-depth research. This will help you understand whether ratings depend on the experience, position, or age of employees, which departments have more critics, engaged employees, etc.