Below is the ENPS (employee net promoter score) and ESS (employee sentiment score) for this team.
(EMPLOYEE NET PROMOTER SCORE)
This is the Employee Net Promoter Score for this team, the most high-level view of employee satisfaction.
TEAM ENPS SCale
ENPS is measured on a scale between -100 and +100. This chart gives you a visual of where this team’s score falls along that spectrum.
Every team’s score is unique in what it represents, and the most important part of your score is how it changes over time (what we call satisfaction velocity). But here is a “general” guideline for score health.
ENPS SCORE DISTRIBUTION
While ENPS is shown in a single number, this chart shows where this team rated across all available categories.
It can be helpful to visualize the volume of scores by category, especially because when calculating the ENPS score, all Neutral ratings are discarded, even though they represent a relatively high rating.
(EMPLOYEE SENTIMENT SCORE)
This is the Employee Sentiment Score; it represents the average sentiment on this team on a scale of 0-100.
While ENPS (Employee Net Promoter Score) can be a helpful measure of employee satisfaction, and is an industry standard, it has its limitations. One of those is that it tends to need a high number of participants to be most accurate, making it difficult to measure satisfaction on small teams.
Our research into employee sentiment (both engagement and satisfaction) has allowed us to create an additional (and often easier to understand) model for mapping employee sentiment.
It provides additional insight into employee sentiment, works well for smaller teams, and when combined with ENPS, gives you a more holistic view of how your employees are feeling and your overall cultural health.
Click here to learn more about Life Engineering’s proprietary Employee Sentiment Score, and how to use it to really understand the emotional undercurrent operating inside your organization.
open ended answer analysis
and individual responses
Track Change Over Time
Identifying the degree of satisfaction and sentiment in your teams is an important step, especially because it allows you to track change in sentiment over time.
Now that you have your current state sentiment score, you can go about trying to positively affect it, and then measure the change you’ve made in that time.
We recommend measuring satisfaction at least quarterly. Because ENPS and ESS are such easy surveys to take, you may find value in measuring satisfaction monthly, with a deeper Engagement survey done quarterly.
In this way you use Satisfaction as a more regular barometer of overall cultural health.
The next step is to dive deeper to identify what is causing dissatisfaction, or equally important, what is creating satisfaction.
Getting down to the “why” of your team’s satisfaction rating is what really matters. It’s what will help you identify the things you need to start doing, the things you need to stop doing, and the things you need to continue doing.
Map Team Satisfaction To Team Engagement
One way to dive deep is to compare your team’s satisfaction with the team’s engagement results.
Because Satisfaction represents the overriding sentiment they have at work, when you compare it with the team’s engagement results, you may find that some Elements, while missing, don’t have a big impact on overall satisfaction. Conversely, you may find that certain Elements, when missing, have a disproportionate impact on overall satisfaction.
That’s extremely helpful to know, so you can know where to invest your time, effort and resources for maximum cultural and emotional impact.
Keep in mind that these are likely to be be team-specific. What Elements (or other drivers) matter most to some teams, will matter less to others. So when you’re doing your comparisons, be careful to not extrapolate too far beyond that team, unless you feel like you have other teams with sufficiently similar attributes (e.g. two sales teams).
Focus on incremental change
Satisfaction scores, like most things, are not likely to change overnight. Once you have your score, be patient as you learn what are the drivers behind that score, and go to work making changes to positively impact the next score.
As long as your trajectory is positive (it’s getting better over time), that’s what really matters, and that’s what employees will feel.