What's a good eNPS score?

Anything above zero means more promoters than detractors. Healthy companies tend to land between +10 and +30, but the trend matters more than the absolute — a +5 climbing beats a +20 sliding.

How do I keep an engagement survey anonymous and still segment it?

Collect team or department but nothing that identifies an individual, and suppress any group smaller than five people in the results. Enform lets you drop identifying fields and export only the grouped patterns.

How often should I run it?

Quarterly is the sweet spot for engagement — frequent enough to catch a slide early, rare enough to avoid survey fatigue. Keep the questions identical run to run so the scores are comparable.

Survey template

Employee engagement survey

An engagement score on its own tells you the mood but not the cause. This template pairs eNPS with the four drivers that move it — growth, manager, recognition, and workload — so a low score points at something you can actually fix.

Best for: Founders, people teams, and managers measuring engagement and retention risk.

The questions

01How likely are you to recommend this company as a place to work?NPSThe eNPS question on the standard 0-10 scale. 9-10 promoters, 7-8 passives, 0-6 detractors.
02What's the main reason for your score?Long textThe follow-up that turns a number into a reason you can act on.
03I have clear opportunities to grow in this role.Opinion scaleGrowth driver — strongly disagree to strongly agree.
04My manager gives me the support and feedback I need.Opinion scaleManager driver — the single strongest predictor of whether people stay.
05The work I do is recognized and valued.Opinion scaleRecognition driver.
06My workload is sustainable over the next few months.Opinion scaleWorkload driver — flags burnout before it shows up as resignations.
07What's one thing that would make this a better place to work for you?Long text

How to run it well

Tell people the survey is anonymous and mean it — strip names, don't segment below team-of-five, and engagement honesty rises immediately.
Report eNPS as promoters minus detractors, never an average; the average hides the split between the people who'd refer a friend and the ones quietly job-hunting.
Cross the eNPS score against the four drivers — a low score with a weak manager driver is a coaching problem, not a comp problem.
Read the open answers verbatim by team, not company-wide; the actionable signal is almost always local to a manager or a project.
Re-run the same questions quarterly so you track the trend; a single snapshot tells you nothing about whether anything is improving.

Launch this in 60 seconds

Paste these into Enform — or just describe what you want to learn and it writes the questions, reads every response, and drafts the deck.

Use this template free

FAQ

What's a good eNPS score?: Anything above zero means more promoters than detractors. Healthy companies tend to land between +10 and +30, but the trend matters more than the absolute — a +5 climbing beats a +20 sliding.
How do I keep an engagement survey anonymous and still segment it?: Collect team or department but nothing that identifies an individual, and suppress any group smaller than five people in the results. Enform lets you drop identifying fields and export only the grouped patterns.
How often should I run it?: Quarterly is the sweet spot for engagement — frequent enough to catch a slide early, rare enough to avoid survey fatigue. Keep the questions identical run to run so the scores are comparable.

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