Survey of employees leaving their jobs
Posted: Tue Jan 21, 2025 8:28 am
A person leaving an organization can be extremely honest and candid about what is preventing you from achieving high employee loyalty rates. However, it is possible that you will have to listen to a lot of negative opinions. To make the survey more constructive, develop a questionnaire that all those leaving will fill out. The answers will help you find pain points and take measures to correct the situation.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
Read more posts on my personal blog:
I have always been concerned growth of the overseas chinese in canada about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
Download template
Already downloaded
153337
Assessing employee loyalty through the eNPS index
The eNPS (employee Net Promoter Score) index is designed specifically to assess loyalty levels. It allows you to determine whether the staff is satisfied with the organization's work organization, whether employees plan to develop with the company, or whether they are dissatisfied with the actions of management and the atmosphere within the team, and therefore consider other employment options.
Many companies have already implemented the eNPS index as a key performance indicator of their activities and a parameter that helps to assess the loyalty of the organization's employees.
To determine the value of the parameter, a survey is organized on two questions:
On a scale of 1 to 10, how likely are you to recommend your friends or acquaintances to work for our company?
What influenced your decision?
Based on the results of the survey, the company's personnel are divided into three groups:
Promoters are employees who are highly likely to recommend the company to their friends (9 or 10 points). This indicates a high degree of their loyalty.
Neutrals are employees who rated their willingness to invite friends to your organization at 7 and 8 points. This group includes passive team members who are ready to change employers if they are offered more favorable working conditions.
Critics are employees who limited their ratings to 1 to 6. They are dissatisfied with the management's actions, relationships with colleagues, and are not ready to recommend your company as a good place to work.
The eNPS indicator is the ratio between the number of Detractors and Promoters. The predominance of the latter indicates that the management has chosen the right tone in relations with the staff and has organized the work competently.
The eNPS index is calculated using the following formula:
(Number of Promoters – Number of Detractors) / Total Number of Respondents * 100
For example, a survey was conducted among 100 employees:
10 responses had values from 0 to 6 (Critics);
in 20 – scores 7 and 8 were indicated (Neutrals);
70 responses gave ratings of 9 and 10 (Promoters).
The percentages of the groups are 10, 20 and 70% respectively.
Calculation: Subtract 10% (Critics) from 70% (Promoters), and you get 60. An index with a plus sign indicates that loyal employees outnumber dissatisfied ones. The more of them there are, the lower the turnover rate, which means the company spends less on finding and training new employees.
A zero or negative index value should be perceived by the company's management as an alarm signal. This is a clear sign of possible departure of active employees and subsequent problems with finding new team members, because the feedback about the organization from former employees will not be the best.
The eNPS index is useful in terms of an objective assessment of the situation in the company. A large number of loyal employees indicates readiness for further growth, while the predominance of critics is fraught with problems with personnel and casts doubt on the success of the enterprise.
Assessing employee loyalty through the eNPS index
The answers to the second question will help to understand the reason for employee dissatisfaction, make adjustments to the organization of the work process and level out the situation.
It is recommended to measure the eNPS level at certain intervals, for example, once every 6 months. This way, the management will be able to identify emerging problems caused by staff dissatisfaction with the level of income, the psychological environment, or the company's policy.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
Read more posts on my personal blog:
I have always been concerned growth of the overseas chinese in canada about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
Download template
Already downloaded
153337
Assessing employee loyalty through the eNPS index
The eNPS (employee Net Promoter Score) index is designed specifically to assess loyalty levels. It allows you to determine whether the staff is satisfied with the organization's work organization, whether employees plan to develop with the company, or whether they are dissatisfied with the actions of management and the atmosphere within the team, and therefore consider other employment options.
Many companies have already implemented the eNPS index as a key performance indicator of their activities and a parameter that helps to assess the loyalty of the organization's employees.
To determine the value of the parameter, a survey is organized on two questions:
On a scale of 1 to 10, how likely are you to recommend your friends or acquaintances to work for our company?
What influenced your decision?
Based on the results of the survey, the company's personnel are divided into three groups:
Promoters are employees who are highly likely to recommend the company to their friends (9 or 10 points). This indicates a high degree of their loyalty.
Neutrals are employees who rated their willingness to invite friends to your organization at 7 and 8 points. This group includes passive team members who are ready to change employers if they are offered more favorable working conditions.
Critics are employees who limited their ratings to 1 to 6. They are dissatisfied with the management's actions, relationships with colleagues, and are not ready to recommend your company as a good place to work.
The eNPS indicator is the ratio between the number of Detractors and Promoters. The predominance of the latter indicates that the management has chosen the right tone in relations with the staff and has organized the work competently.
The eNPS index is calculated using the following formula:
(Number of Promoters – Number of Detractors) / Total Number of Respondents * 100
For example, a survey was conducted among 100 employees:
10 responses had values from 0 to 6 (Critics);
in 20 – scores 7 and 8 were indicated (Neutrals);
70 responses gave ratings of 9 and 10 (Promoters).
The percentages of the groups are 10, 20 and 70% respectively.
Calculation: Subtract 10% (Critics) from 70% (Promoters), and you get 60. An index with a plus sign indicates that loyal employees outnumber dissatisfied ones. The more of them there are, the lower the turnover rate, which means the company spends less on finding and training new employees.
A zero or negative index value should be perceived by the company's management as an alarm signal. This is a clear sign of possible departure of active employees and subsequent problems with finding new team members, because the feedback about the organization from former employees will not be the best.
The eNPS index is useful in terms of an objective assessment of the situation in the company. A large number of loyal employees indicates readiness for further growth, while the predominance of critics is fraught with problems with personnel and casts doubt on the success of the enterprise.
Assessing employee loyalty through the eNPS index
The answers to the second question will help to understand the reason for employee dissatisfaction, make adjustments to the organization of the work process and level out the situation.
It is recommended to measure the eNPS level at certain intervals, for example, once every 6 months. This way, the management will be able to identify emerging problems caused by staff dissatisfaction with the level of income, the psychological environment, or the company's policy.