The Employee Net Promoter Score (eNPS) helps make those signals visible. One simple question “How likely are you to recommend us as an employer?” gives you a score that’s often treated like a grade. But that’s oversimplifying it. The real value of eNPS doesn’t lie in the number, it’s in what you do with the insight behind it.
In short (TL;DR)
eNPS isn’t about the score. It’s about the small shifts that reveal what’s really happening inside an organization. A slight dip, a quiet comment, or a sudden spike often says more about culture and leadership than any average. At Infodation, we use eNPS to spot trends early, spark conversations, and translate feedback directly into action. Measuring, for us, isn’t a formality, it’s a way to keep learning and growing together. Small signals bring big insights, if you’re willing to listen.
The value of eNPS
The strength of eNPS lies in its simplicity. With one question, you quickly get a sense of how employees feel about your company. It’s easy to repeat, so you can track trends without running lengthy surveys.
More importantly, eNPS isn’t an endpoint, it’s a starting point for real conversations. It’s about understanding why someone is enthusiastic (a promoter), neutral (a passive), or critical (a detractor). That depth is what makes the metric valuable.
It also helps identify patterns, where your culture is strong and where there’s room to grow. In the end, eNPS reflects culture and leadership: how employees experience communication, collaboration, workload, and trust.
Why small changes matter
At Infodation, we see eNPS as an early indicator of culture and leadership. A slight dip might point to fatigue in teams, shifting expectations, or communication that’s not landing as well as before. And a sudden rise? That’s usually no coincidence, it’s the effect of something that’s working better: more autonomy, stronger collaboration, or visible leadership.
If you only look at the final score, you miss the nuance. If you study the nuance, you discover the trend.
What the numbers say — and what’s behind them
Our latest survey shows that:
- 59% of employees feel engaged: they get energy from their work.
- 27% are satisfied with their environment and growth opportunities at Infodation.
- 14% experience some stress, but none feel chronically overloaded.
On paper, that looks good but the real insight comes from the comments employees added.
- Promoters value freedom, collaboration, and the international culture.
- Passives ask for more structure, clearer goals, and tighter processes.
- Detractors remind us that openness and direct communication can always improve.
That mix of praise and sharp feedback is what makes eNPS so useful. It’s not a report, it’s a mirror.
"eNPS isn’t a scoreboard — it’s a compass. It helps organizations stay on course by seeing the nuances and learning from what people actually experience. Because culture doesn’t grow from numbers; it grows from listening, understanding, and acting."
From measuring to understanding
A low eNPS isn’t automatically bad and a high score isn’t a reason to sit back. A score below zero without analysis is a missed opportunity. A score that rises because you listened and improved. That’s real progress, regardless of the number.
That’s why, at Infodation, we track small shifts as closely as the score itself. We don’t just look at how high the number is, we ask why people answered differently. That’s what gives you the insights you’d otherwise discover months later.
From insight to action
Based on our latest results, we’ve taken several concrete steps:
- More structure in work processes, so teams can collaborate more efficiently.
- Greater transparency in communication and decision-making.
- Smarter hybrid collaboration, more flexibility, less travel time.
- Stronger knowledge sharing through tech talks, mentorship, and team sessions.
Culture doesn’t grow by itself. It takes daily effort. At Infodation, we use eNPS to understand where we stand, what works, and where we can get better. Not to score points but to learn.
The power of listeningn
An eNPS isn’t a scoreboard — it’s a dialogue. It’s about listening, asking deeper questions, and responding to the small signals that shape your culture. At Infodation, we don’t see eNPS as an annual ritual, but as a compass.
It helps us stay on course, learn from the nuance, and grow where it matters most. Small signals can lead to big insights — if you’re truly willing to listen.
