Employee Net Promoter Score
eNPS Survey Template: Copy-Paste Questions and Free Download
An eNPS survey template is a ready-to-send survey: the 0 to 10 employee Net Promoter Score question plus one open follow-up. Copy it, download it free, and pick from 7 variants.
Why does an eNPS survey template matter for HR teams?
An eNPS survey template matters because it asks the same two questions every round: the employee Net Promoter Score question on a 0 to 10 scale, plus one open-ended follow-up. At its core, an eNPS survey is two questions, and that is the entire template.
Comparable every round
The same wording and 0 to 10 scale let you compare this quarter with last quarter, and your score with outside benchmarks.
Answered in a minute
Two questions take about a minute, so more people finish the survey and the score reflects more of the workforce.
A reason behind every score
The open follow-up tells you why people scored the way they did, so you know what to fix first.
eNPS adapts the Net Promoter Score, which Fred Reichheld created at Bain & Company to measure customer loyalty, to one question: would employees recommend their workplace? That is why an employee Net Promoter Score survey template stays short by design.
An eNPS survey template usually sits inside a broader employee engagement survey program. The engagement survey explains what shapes the experience, and the eNPS question adds one advocacy number you can compare from round to round.
The eNPS survey template you can copy today
The eNPS survey template below is complete as written: a short intro, the core question, the scale labels and one open follow-up. Copy it into any survey tool, replace [Company name], and send it.
We want to understand what it is like to work here, and your answers shape what we change next. This survey is anonymous, and results are only shown as group totals.
On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?
0 = Not at all likely10 = Extremely likely
Tap a score to try the question.
What is the main reason for your score?
This employee NPS survey template also works as an eNPS form template in Google Forms, Microsoft Forms or your engagement platform. Show all 11 points of the scale, and keep the follow-up optional so nobody quits on an empty box. The 7 variants further down add one or two follow-ups for a specific moment.
15 questions to strengthen your eNPS survey template
A printable set of rating questions on clarity, support, fairness, recognition and growth, ready to share with your team.
What is the core eNPS question and why does the wording matter?
The core eNPS question is the 0 to 10 recommend question, and its exact wording is what keeps scores comparable over time and against benchmarks. Keep it neutral, and keep it unchanged between survey rounds.
On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?
Four rules for eNPS question wording
- 1Keep the 0 to 10 scale. All 11 points, labeled at both ends. A 1 to 10 or 5-point scale cannot be scored as eNPS.
- 2Add no qualifiers. Phrases such as “given recent changes” lead the answer and push the score up or down, so the number reflects the prompt instead of the sentiment.
- 3Change nothing between rounds. Keep the wording, scale, labels and position fixed, or the trend compares two different questions.
- 4Localize with care. For multilingual teams, translate the meaning, and have a fluent reviewer confirm that “recommend” and “place to work” read naturally. A literal translation changes the question, and regions can no longer be compared.
7 eNPS survey templates for every survey type
Each eNPS survey template below keeps the core question word for word and adds 1 to 3 follow-ups chosen for one moment in the employee lifecycle. Pick the template that matches the moment, then copy or download that set.
| Template | When to send | Questions |
|---|---|---|
| 1Basic eNPS template | Any time | 2 |
| 2Driver follow-up eNPS template | Quarterly | 4 |
| 3Onboarding eNPS template | Day 30, 60, 90 | 4 |
| 4Pulse eNPS template | Monthly or quarterly | 3 |
| 5Manager and team eNPS template | Twice a year | 4 |
| 6Annual eNPS template | Once a year | 4 |
| 7Exit eNPS template | Last week of work | 3 |
Basic eNPS template (the 2-question standard)
When to use Use this when you need one clean advocacy number, such as a first baseline or a quarterly check.
- Q1On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?0 to 10 scale
- Q2What is the main reason for your score?Open text
Driver follow-up eNPS template (find out what moves the score)
When to use Use this every quarter after a first baseline, when leaders ask why the score moved.
- Q1On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?0 to 10 scale
- Q2What is the main reason for your score?Open text
- Q3Which of these most influenced your score: manager support, career growth, pay and benefits, workload, or team culture?Single choice
- Q4What is one change that would raise your score next quarter?Open text
Onboarding eNPS template (day 30, 60, or 90)
When to use Trigger this from each new hire’s start date, on day 30, 60, or 90.
- Q1On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?0 to 10 scale
- Q2How well did onboarding prepare you to do your job?Open text
- Q3What almost made you change your mind about joining?Open text
- Q4What is the main reason for your score?Open text
Pulse eNPS template (monthly or quarterly)
When to use Send this monthly or quarterly on a fixed day. A pulse survey tool keeps every wave on schedule.
- Q1On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?0 to 10 scale
- Q2What changed for you since the last survey?Open text
- Q3What should leadership prioritize this quarter?Open text
Manager and team eNPS template (one team, one manager)
When to use Run this twice a year for teams large enough to stay anonymous, alongside your manager feedback survey questions.
- Q1On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?0 to 10 scale
- Q2Do you get the support you need from your manager to do your best work?Open text
- Q3What is one thing your manager could do differently?Open text
- Q4What is the main reason for your score?Open text
Annual eNPS template (inside the annual engagement survey)
When to use Place this inside the annual engagement survey, in the same position every year.
- Q1On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?0 to 10 scale
- Q2Compared to a year ago, is your experience at [Company name] better, the same, or worse?Single choice
- Q3What would make you more likely to stay for the next two years?Open text
- Q4What is the main reason for your score?Open text
Exit eNPS template (for every leaver)
When to use Send this in an employee’s last week, from HR rather than the departing employee’s manager.
- Q1On a scale of 0 to 10, how likely are you to recommend [Company name] as a place to work to a friend or former colleague?0 to 10 scale
- Q2What was the main reason you decided to leave?Open text
- Q3What could we have done differently to keep you?Open text
“Achieving over 90% participation in our engagement surveys is something we’re really proud of, and it comes down to trust, transparency, and action. Employees engage when they feel confident that their feedback is anonymous and will be taken seriously.”
- 93.9%survey participation
- 16.65eNPS, first survey baseline
- 7.9overall engagement score
- 70.6%highly engaged employees
Which follow-up questions strengthen an eNPS survey template?
One targeted open-ended follow-up per survey is enough to explain an eNPS score, and more than two follow-ups lowers completion. Choose the follow-up that matches what you need to learn.
- What is the main reason for your score?Everyone
- What is one change that would raise your score?Passives and detractors
- What should we keep doing, no matter what?Promoters
- Would you refer someone you know for an open role here?Promoters
- What frustrated you most at work this quarter?Detractors
For deeper question banks by theme, browse these 70+ employee Net Promoter Score questions. When detractor comments come in, use these negative feedback examples and how to respond to reply without getting defensive.
How do you calculate eNPS from survey responses?
eNPS equals the percentage of promoters (scores of 9 to 10) minus the percentage of detractors (scores of 0 to 6). Passives (7 to 8) count in the total but not in the subtraction, so scores run from -100 to +100.
eNPS = % Promoters - % Detractors
- 1
Classify every response
Count scores of 9 to 10 as promoters, 7 to 8 as passives, and 0 to 6 as detractors.
- 2
Compute the two percentages
Divide the promoter count and the detractor count by total responses, passives included, and multiply each by 100.
- 3
Subtract
Take the detractor percentage away from the promoter percentage. The result is your eNPS, from -100 to +100.
| Group | Score range | Responses | Share |
|---|---|---|---|
| Promoters | 9 to 10 | 120 | 60% |
| Passives | 7 to 8 | 50 | 25% |
| Detractors | 0 to 6 | 30 | 15% |
| eNPS | 60% - 15% | 200 total | +45 |
Edit the three counts below to see your score update.
Communication moves most closely with eNPS
- r = 0.54
- correlation with eNPS, the strongest of 22 drivers
- 7.94
- Communication score on the 0 to 10 scale
- 16th of 22
- rank by score among the drivers
In CultureMonkey’s own benchmark data, Communication tracks eNPS more closely than any other driver, yet it ranks in the bottom half by score. When an eNPS score drops, check how information flows first.
Source: CultureMonkey People Science, Employee Engagement Drivers Ranked 2026, Q3 2026 edition (updated October 2026).
Any score above 0 means promoters outnumber detractors, and the direction between your own rounds matters more than one number. To see how scores compare by industry, region and company size, check CultureMonkey’s eNPS benchmarks.
“From day one, the CultureMonkey team adapted the platform’s functionality and got creative to help us overcome challenges unique to our business, they didn’t just help us launch a survey, they helped us think through how to truly engage managers and people leaders.”
- 38.11eNPS, up from 9.21 (4x growth)
- 8.7engagement score, from 7.5
- 71%fewer actively disengaged employees
- 84%of managers rated 8+ by their teams
How do you structure an eNPS survey for higher response rates?
Keep the eNPS survey to the core question plus one or two follow-ups, tell employees why you are asking, and run it on a fixed cadence. A short, predictable eNPS survey format earns more honest answers than a long one sent at random.
Length: 2 to 4 questions, about a minute to finish. Anything longer belongs in your employee engagement questionnaire.
Anonymity, stated upfront: say in the first line who sees results and that answers are only shown in groups.
Cadence: quarterly by default, with a monthly pulse for teams going through fast change. Keep the send day fixed.
Channel: send it where people already work, including SMS or WhatsApp for frontline teams without a company inbox.
Close the loop: share the score and one action within 2 weeks. These employee survey best practices cover reminders and timing.
A flat average can hide big moves underneath
From 2025 to 2026, 13 of 26 industry, region and size segments rose and 13 fell, while the all-company engagement average ended the year unchanged. Telecommunications climbed +1.27 and Creative and Media fell 0.60. A fixed cadence with team cuts catches moves like these, and one annual number misses them.
Source: CultureMonkey People Science, Employee Engagement Trends 2026, Q3 2026 edition (updated October 2026).
· S04 E02“It’s super important to figure out what are the specifics that are going on for you. And there’s a couple of ways to do that. At PolicyMe, we do quarterly engagement surveys so that we can get a good sense of where people are at across a number of issues.”
How does CultureMonkey handle eNPS survey templates?
CultureMonkey ships the eNPS question as a built-in survey question with automated scoring, anonymous follow-up conversations and pulse scheduling. Here is how eNPS survey software from CultureMonkey runs each part.
Built-in eNPS question
New surveys include the standard 0 to 10 eNPS question by default. Every answer is sorted into promoters, passives or detractors, and the score is calculated for you.
Help Center: Add the eNPS questioneNPS on the dashboard
eNPS has its own tile and over-time trend. Break it down by team, location or manager once a group meets the anonymity threshold, 5 responses by default.
Help Center: eNPS by team and locationAnonymous conversations
Admins can reply to an open-text comment and start a private thread with its author, without learning who wrote it. Managers can too when the account allows it.
Help Center: Start a conversationEvery channel, on a schedule
Email is always on, and Slack, Microsoft Teams, SMS and WhatsApp work once enabled. Surveys run in 100+ languages, and a pulse can carry eNPS weekly, every two weeks or monthly.
Help Center: Distribution channels
Moving an existing eNPS program? This guide on how to switch employee engagement survey vendors covers keeping your score history, and teams running eNPS in Google Forms can follow the steps for moving from Google Forms to CultureMonkey.
Conclusion
An eNPS survey template is a ready-to-send survey built on one standard question, how likely employees are to recommend the company as a place to work on a 0 to 10 scale, plus one open follow-up. The two-question format works because it is fast to answer, simple to repeat and comparable round after round.
This guide gave you the copy-paste eNPS survey template, 7 variants for basic, driver, onboarding, pulse, manager, annual and exit surveys, a free PDF download, and the eNPS formula with a worked example and a calculator.
CultureMonkey helps an eNPS survey template do its job. The eNPS question is built in and scored automatically, the score trends on the dashboard by team, admins can turn comments into anonymous two-way conversations, and surveys go out by email, chat, SMS or QR code in 100+ languages.
Frequently asked questions about eNPS survey templates
What is an eNPS survey template?
An eNPS survey template is a ready-made survey with the employee Net Promoter Score question, how likely an employee is to recommend the company as a place to work on a 0 to 10 scale, plus one open follow-up asking for the main reason behind the score.
How many questions should an eNPS survey template have?
An eNPS survey template needs 2 questions: the 0 to 10 recommend question and one open follow-up. Most teams stay at 2 to 4 questions in total, because each extra question lowers completion and the score itself only needs the first one.
How often should you send an eNPS survey?
Send an eNPS survey quarterly by default, and monthly as a pulse for teams going through fast change. Keep the same day, wording and audience each round so the trend compares like with like, and add event-based surveys for onboarding and exits.
Should eNPS surveys be anonymous?
Yes. eNPS surveys should be anonymous and report only group results, because people score more honestly when no answer can be traced. Learn how to guarantee anonymity for frontline and unionized employees, or run it on an anonymous employee feedback tool.
Who should see eNPS results?
HR and senior leaders should see company-wide eNPS results, and each manager should see their own team’s score once enough people respond. Set this up with role-based access control for engagement surveys so every role sees only the data it needs.
Can you change the wording of the eNPS question?
You can lightly adjust the eNPS question, for example to name your company, but keep the 0 to 10 scale and the focus on recommending the company as a place to work. Changing the scale or the intent breaks comparisons with past rounds and outside benchmarks.
Turn your eNPS survey template into a score you can act on
Built-in eNPS scoring, anonymous follow-up conversations, and delivery on every channel your people use.