survey template · Free download
eNPS Survey Template
A simple employee Net Promoter Score survey with the core 0–10 question, a follow-up 'why', and the exact formula to calculate and track your eNPS.
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What you get
- The standard eNPS question and 0–10 scale
- Promoter, passive, and detractor banding explained
- The eNPS calculation formula with a worked example
- Follow-up questions to turn the score into action
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Core eNPS question
This single question is the score. Keep the wording and scale identical every cycle.
The question
- On a scale of 0 to 10, how likely are you to recommend this organisation as a place to work?— 0 = not at all likely, 10 = extremely likely
Follow-up (open text)
- What is the main reason for your score?— free text
- What is one thing that would raise your score?— free text
Response banding
| Score | Band | What it signals |
|---|---|---|
| 9–10 | Promoters | Loyal advocates who speak well of you |
| 7–8 | Passives | Satisfied but not enthusiastic; at flight risk |
| 0–6 | Detractors | Unhappy and may discourage others from joining |
How to calculate eNPS
- 1.Count responses in each band and convert to a percentage of total responses
- 2.eNPS = % Promoters − % Detractors
- 3.The result is a whole number from -100 to +100; passives are excluded from the subtraction but counted in the totals
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How to use this template
- 1
Ask the one question
Field the core 0–10 likelihood-to-recommend question to every employee on a fixed cadence.
- 2
Band the responses
Score 9–10 as promoters, 7–8 as passives, and 0–6 as detractors before calculating.
- 3
Calculate the score
Subtract the percentage of detractors from the percentage of promoters to get an eNPS between -100 and +100.
- 4
Read the comments
Use the follow-up text to understand what is driving promoters and detractors, then act on the themes.
Frequently asked questions
What is a good eNPS score?
Anything above zero means you have more promoters than detractors. Scores of +10 to +30 are common and healthy; +50 and above is excellent. Your own trend over time matters most.
How often should we measure eNPS?
Quarterly is the sweet spot for most teams — frequent enough to spot trends, spaced enough to take action between reads. Always keep the question and scale identical across cycles.
Should eNPS replace a full engagement survey?
No. eNPS is a fast, single-number health check. Pair it with a fuller engagement survey to understand the specific drivers behind the score and where to focus.