Employee Net Promoter Score (eNPS)

eNPS is deliberately short so you can run it monthly without fatigue, but a single company-wide number hides the thing you actually need to act on: which groups are drifting. This version keeps the pulse small while capturing the cuts that make it decision-grade – tenure band, because the first-year view and the fifth-year view move for completely different reasons, and stated intent to still be here in a year, which turns a mood reading into a retention forecast. A four-statement check on resources, workload, recognition and trust in leadership tells you which lever moved when the score does.

Anonymity is not a nicety here, it is the measurement. A web link made for it starts with anonymous responses on; keep the tenure bands and team list wide enough that nobody can be picked out of a small team, or the honest answers quietly stop arriving and the trend goes flat for the wrong reason. Read the result as two lines rather than one average: a reorganisation routinely lands well with people who have seen several and badly with people in their first year, and averaging those together produces a figure that looks stable while attrition builds underneath it. The team list ships with three example department names – edit it to your own teams or departments, wide enough that no answer points to one person.