50+ Best Employee Net Promoter Score (eNPS) Survey Questions in 2026 (By Category)

Last updated July 21, 2026

Employee Net Promoter Score is built around a single core question, which is both its strength and its limitation. The strength is that a one-question metric imposes almost no response burden, which is why it works so well as a frequent pulse check. The limitation is that a single number can tell you a score moved without telling you why — and a metric you can't explain is a metric you can't act on.

The fix isn't to abandon eNPS for something more complicated. It's to pair the core question with the right follow-up questions, asked consistently enough to build a real trend line and specifically enough to point at an actual cause when the score drops. This guide covers the standard eNPS question and its common wording variants, then more than 50 follow-up and driver-specific questions organized by category, so your eNPS program produces a number you can explain rather than one you can only report.

The Core eNPS Question

This is the question the entire metric is built on. Keep the wording exactly consistent across every survey cycle — even small changes make scores incomparable over time, because you're no longer measuring the same thing.

1. On a scale of 0 to 10, how likely are you to recommend this company as a place to work?

Common Wording Variants

These aren't alternate metrics — they're different phrasings of the same underlying question, useful depending on tone and audience. Pick one and stay consistent with it.

1. How likely are you to recommend [Company] as a great place to work to a friend or former colleague?
2. If a friend was job hunting, how likely would you be to recommend working here?
3. On a scale of 0 to 10, how likely are you to recommend [Company] to someone looking for a job in your field?
4. How likely are you to tell others that [Company] is a great place to work?
5. Would you recommend [Company] to a friend as a place to work? (0 = definitely not, 10 = absolutely)

Follow-Up Questions for Promoters (Scores 9–10)

Promoters are your highest-signal source for what's working. These questions turn a high score into specific, repeatable practices rather than a number you simply celebrate.

1. What's the main reason you'd recommend working here?
2. What's the single best thing about working at this company?
3. What would you tell a friend considering a job here?
4. What keeps you motivated day to day?
5. What does this company do better than anywhere else you've worked?
6. What's one thing you'd never want us to change?
7. Who or what has had the biggest positive impact on your experience here?
8. What made you say yes to working here in the first place, and is it still true?

Follow-Up Questions for Passives (Scores 7–8)

Passives are often the most overlooked group — not unhappy enough to complain, not enthusiastic enough to promote. These questions are designed to surface the specific gap keeping them from becoming promoters.

1. What would need to change for you to give a higher score?
2. What's one thing that would make your experience here noticeably better?
3. What's currently keeping you from being fully enthusiastic about working here?
4. Is there anything you're unsure about when it comes to your future here?
5. What's working well, and what's just okay?
6. If you could change one thing about your day-to-day experience, what would it be?
7. What would make you more likely to recommend this company to a friend?
8. Is there a specific moment or decision that affected how you feel about working here?

Follow-Up Questions for Detractors (Scores 0–6)

Detractor responses carry the most urgency. These questions should be framed neutrally and non-defensively — the goal is understanding, not damage control.

1. What's the main reason for your score?
2. What's the biggest challenge you're facing in your role right now?
3. What would need to change for your experience here to improve?
4. Is there a specific event or decision that affected how you feel?
5. What's missing from your experience that you had at a previous job?
6. What would you change about this company if you could change one thing?
7. Do you feel your concerns have been heard in the past? Why or why not?
8. What's one thing leadership should know that they might not?

Driver-Specific Follow-Up Questions

Rotating these into your eNPS cycle — rather than asking all of them every time — helps you identify which underlying driver is most responsible for eNPS movement without turning a one-question pulse into a full survey.

Leadership and Trust

1. How much do you trust the decisions made by company leadership?
2. Do you feel leadership communicates openly about the state of the business?
3. Do you believe leadership acts on employee feedback?

Management

1. Does your manager support your success?
2. Do you get useful, actionable feedback from your manager?
3. Does your manager recognize your contributions?

Growth and Development

1. Do you see a clear path for growth at this company?
2. Do you have opportunities to develop new skills in your role?
3. Do you feel your career goals matter to this organization?

Recognition

1. Do you feel recognized for the work you do?
2. Is good work noticed here, regardless of who's doing it?
3. Do you feel appreciated by the people you work with most closely?

Workload and Balance

1. Is your workload manageable most weeks?
2. Do you feel you have a healthy balance between work and personal life?
3. Do you feel pressure to work outside your normal hours?

Culture and Belonging

1. Do you feel like you belong on your team?
2. Does this company's culture match what was described when you were hired?
3. Do you feel comfortable being yourself at work?

Segment-Specific eNPS Questions

eNPS doesn't have to be a single company-wide question asked the same way to everyone. These variants adapt the core metric to specific moments in the employee lifecycle.

New Hires (30/60/90 Day)

1. Based on your experience so far, how likely are you to recommend this company to a friend looking for a job?
2. Has your first few months matched what you expected when you accepted the offer?
3. What's one thing that would have made your onboarding experience better?

Remote and Hybrid Employees

1. How likely are you to recommend this company as a place to work remotely or hybrid?
2. Do you feel as connected to the team as you would if you worked in the office full time?
3. Does the company give you what you need to do your best work remotely?

Manager-Specific eNPS

1. How likely are you to recommend your manager to a friend considering joining this team?
2. Would you want to work for this manager again if you changed teams?
3. What's the main reason for your score on your manager specifically?

Exit-Stage

1. Looking back, how likely would you have been to recommend this company as a place to work?
2. At what point, if any, did your likelihood to recommend this company start to change?
3. What's the single biggest factor in your decision to leave?

Tips for Using These Questions Well

Keep the core eNPS question's wording frozen once you start tracking it — the value of the metric is entirely in the trend line, and any wording change breaks comparability across cycles. Always pair the score with at least one open-ended follow-up; a number without context is a number nobody can act on. Segment results by team and tenure before drawing conclusions, since a healthy company-wide score can hide a struggling team. And rotate the driver-specific questions rather than asking all of them at once — the goal is a lightweight pulse, not a full engagement survey wearing an eNPS label. For the broader design principles behind all of this, see Employee Survey Best Practices.

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