You divide the answers into "detractors" (these are answers from 0-6), "passively satisfied" (ratings of 7 or 8) and "promoters" (ratings of 9 or 10). You determine the eNPS by subtracting the proportion of detractors from the proportion of promoters:
eNPS = % Promoters – % Detractors
The eNPS is between -100 and +100. A negative sign indicates that there is room for improvement. A 10 is a very solid result, 30 and more are really impressive.
You repeat this survey regularly, monthly, half-yearly, annually, to monitor your results and adjust your corporate culture efforts accordingly.
This process can be made quite straightforward with the help of employee engagement software . The software manages the process, collects responses, and calculates the eNPS automatically.
Enps screenshot
Example of an eNPS survey that uses
Delighted was created ( source ) .
There's just one real catch: survey results don't always actually produce the desired results. Employees may only say they would recommend your company as an employer, but how many actually do?
To compensate for this shortcoming, you should also track employee referrals, both the number of referrals and the number of referred colleagues who are ultimately hired.
This makes sense for two reasons: Firstly, referrals are a sustainable source of good people , and secondly, these candidates have applied to you as a result of positive word of mouth, which in turn is the ultimate proof of the success of your leadership greece telegram data greece telegram data culture and proves that you have created a positive corporate culture.
Good applicant management software will help you keep track of who was hired based on referrals . It will also help you keep an eye on the success of your employee referral program. Sooner or later, such a HR solution will become unavoidable anyway because your company is growing.
Workable Screenshot
This report on the origin of your employees was published in
Workable created ( source ).
“Developing a corporate culture” is never finished
So, while you may not have the name or resources of the tech giants, you can use the techniques described above to create a company culture that appeals to applicants enough to at least consider your small company.
But remember that creating a company culture is not something that can be completed and put aside. It is always evolving, especially in small companies. Accordingly, it must be constantly monitored so that it does not turn into the opposite and suddenly actively drive away applicants.
You can find further resources on the topics discussed here: