How to Run eNPS Surveys in Slack

Employee Net Promoter Score (eNPS) is the fastest way to measure whether your team would recommend your company as a place to work. One question, a 0–10 scale, and a standardized metric you can track over time.

Most teams still run eNPS through email-based survey tools — low response rates, follow-up reminders, and data that arrives too late to act on. Running eNPS inside Slack changes that.

This guide covers what eNPS is, how scoring works, and how to set up recurring eNPS surveys in Slack step by step.

What is eNPS?

Employee Net Promoter Score is adapted from the Net Promoter Score (NPS) framework created by Fred Reichheld and Bain & Company in 2003. The original NPS measures customer loyalty; eNPS applies the same methodology to employees.

It comes down to a single question:

"How likely are you to recommend [Organization] as an employer to others?"

Employees respond on a scale of 0 to 10. Based on their response, they fall into one of three categories:

• Promoters (9–10) — Highly engaged. They refer candidates, stay longer, and advocate for the organization.
• Passives (7–8) — Satisfied but not enthusiastic. They won't badmouth you, but they're the most likely to leave for a better offer.
• Detractors (0–6) — Disengaged and potentially looking elsewhere. At the extreme end, they can drag down team morale.

The formula is straightforward:

eNPS = % Promoters − % Detractors

Passives are counted in the total respondent pool (they affect the percentages) but are not directly included in the calculation. The resulting score ranges from −100 (every employee is a detractor) to +100 (every employee is a promoter).

Why one question works

Traditional engagement surveys ask 30–60 questions and take 15–20 minutes to complete. eNPS takes 10 seconds. That speed means you can run it frequently — monthly or quarterly — without causing survey fatigue. The tradeoff is depth: eNPS tells you whether employees are engaged, not why. That's why pairing it with a single follow-up question (more on this below) is standard practice.

How to interpret your eNPS score

Use the calculator below to compute your eNPS from real response data. Enter the number of employees in each category and see your score, breakdown, and interpretation in real time.

Score benchmarks

Score range	Interpretation	What it means
+50 to +100	Excellent	Exceptional employee loyalty. Rare — fewer than 10% of organizations score here consistently.
+20 to +49	Great	Strong engagement. Your team is healthy and most employees are advocates.
0 to +19	Good	More promoters than detractors, but there's room to improve. Typical for many organizations.
−100 to −1	Needs improvement	More detractors than promoters. Investigate root causes by department and tenure.

Industry averages typically fall between +10 and +30, though this varies significantly by sector, company size, and geography. A tech startup with 30 employees will have different dynamics than a 5,000-person financial services company.

The absolute number matters less than the trend. An eNPS of +15 that has climbed from +5 over three quarters tells a better story than a +40 that dropped from +55. Track quarterly to spot inflection points — leadership changes, re-orgs, return-to-office mandates, and major product launches all show up in eNPS data.

Why run eNPS surveys in Slack

Higher response rates, zero friction

Email surveys compete with an overflowing inbox and average 30–50% response rates. Slack-native surveys outperform this because employees tap a number directly in the message — no context switch, no new tab, no survey platform login. The entire interaction takes under 10 seconds. Every step you remove between "see question" and "submit answer" pushes response rates higher.

Recurring schedules without manual work

Set your eNPS survey to run monthly or quarterly on autopilot. No calendar reminders, no copy-pasting last quarter's template. The survey goes out, responses come in, results are ready — all without admin intervention.

Built-in anonymity

"Would you recommend this company?" is a sensitive question. Slack-native tools like Doozy offer true anonymous mode where responses can never be traced back to individuals, even by admins. Fear of identification skews eNPS scores toward the positive — anonymity gives you real data.

Segmentation via HRIS data

When your survey tool connects to your HRIS, you can target eNPS by department, location, tenure, or manager — and slice results the same way. An engineering team at +45 and a support team at −10 tells you exactly where to focus.

How to set up an eNPS survey in Slack

Here's how to set up a recurring eNPS survey using Doozy. The entire process takes under five minutes.

Option A: eNPS poll (single question)

Use a poll when you want a standalone eNPS score without follow-up questions.

1. Open the Doozy app in Slack and click 🚀 Start activity.
2. Select Create Poll.
3. Enter your question — use the standard eNPS wording: "How likely are you to recommend [Company] as an employer to others?"
4. Select the Employee NPS question type. This automatically sets up the 0–10 scale with Promoter/Passive/Detractor categorization.
5. Configure your settings:
   • Anonymous responses — Turn this on. It cannot be changed after creation, which is a security guarantee for respondents.
   • Results visibility — Choose "Creator Only" for sensitive results, or "Everyone" if you plan to share openly.
   • Time limit — Set 3–7 days to create urgency and improve response rates.
6. Choose your destination:
   • Slack channel — Posts the poll directly in a channel (visible to all members).
   • Channel members — Sends the poll as a DM to each member of a channel (private responses).
   • Groups — Target HRIS-synced groups like departments or teams.
   • New hires — Survey recently joined employees.
   • Managers or Manager's direct/all reports — Target specific levels of the org.
7. Set your schedule:
   • Choose Monthly or Quarterly for recurring eNPS tracking.
   • Pick a date and time — mid-week (Tuesday–Thursday) mornings tend to get the best response rates.
8. Review and launch.

Option B: eNPS survey (with follow-up questions)

Use a multi-question survey when you want the eNPS score plus context on why employees scored the way they did.

1. Open the Doozy app in Slack and click 🚀 Start activity.
2. Select Create Survey.
3. Give your survey a title (e.g., "Q1 2026 eNPS") and optional description.
4. Add your first question — select the Employee NPS question type. This is your core eNPS question.
5. Add a follow-up question — select Open Ended and ask: "What's one thing we could do to improve your experience here?" This gives you qualitative context for the quantitative score.
6. Optionally add a third question — a Scale 1–5 on a specific area you're investigating (e.g., "How supported do you feel by your direct manager?").
7. Configure settings:
   • Anonymous responses — On (recommended for eNPS).
   • Results visibility — Admins only (default) is best for initial review.
   • Time limit — 5–7 days for surveys with multiple questions.
   • Survey admins — Add your People team or leadership to grant them results access.
8. Choose your destination and schedule (same options as polls above).
9. Review and launch.

For detailed walkthroughs, see the Doozy help docs on eNPS.

Best practices for eNPS surveys

Run quarterly — or monthly during change

Quarterly is the most common eNPS cadence and strikes the right balance between actionable frequency and survey fatigue. Monthly works if your organization is going through active change — a re-org, rapid hiring, leadership transition, or policy shift — where you need to track sentiment in near real-time. Going more frequently than monthly risks fatigue and declining response rates.

Always use anonymous mode

eNPS asks employees whether they'd recommend the company. That's a sensitive question. If employees suspect their response can be traced, scores skew positive and the data becomes useless. Use anonymous mode for every eNPS survey, without exception. In Doozy, anonymous mode cannot be toggled after creation — a deliberate design choice that protects respondent trust.

Pair eNPS with one open-ended follow-up

A score of +25 tells you things are generally positive, but it doesn't tell you what's working or what isn't. Adding a single follow-up question like "What's one thing we could do better?" transforms raw scores into actionable feedback. Keep it to one or two follow-ups maximum — a 10-question survey defeats the speed advantage of eNPS.

Segment by department, team, and tenure

A company-wide eNPS score is a useful headline metric, but the real insights come from segmentation. Export your results as CSV (Doozy enriches exports with HRIS data like department, manager, location, and tenure) and compare:

• By department — Which teams are thriving and which need attention?
• By tenure — Are new hires (0–6 months) more or less engaged than tenured employees? A sharp drop after 6 months suggests onboarding gaps.
• By manager — Consistently low scores under specific managers are an early warning signal.

You can also pipe eNPS data into external systems via Zapier or Make — push results to a BI dashboard, Google Sheets, Notion, or your people analytics platform so eNPS trends live alongside your other workforce metrics. For direct integrations, see the Doozy API overview.

Share results transparently

Employees notice when surveys disappear into a void. After each eNPS cycle, share the aggregate score with the company. You don't need to share raw data — the headline number, the trend vs. last quarter, and 2–3 actions you're taking based on feedback is enough. This closes the feedback loop and increases participation in future surveys.

Act on detractor feedback

The eNPS score is a diagnostic tool, not a destination. A score that goes up because you ran a pizza party is not the same as a score that goes up because you fixed a broken promotion process. Focus on the systemic issues detractors raise in open-ended responses. Even small, visible changes — like fixing a broken onboarding workflow with Doozy Tracks or improving team connections through coffee chats — signal that feedback leads to action.

eNPS vs. full engagement surveys

eNPS and engagement surveys serve different purposes. Use both, at different cadences.

	eNPS	Engagement survey
Questions	1 (+ optional follow-up)	10–40
Time to complete	10–30 seconds	10–20 minutes
Cadence	Monthly or quarterly	Annually or biannually
What it measures	Overall loyalty and advocacy	Specific drivers (manager relationship, growth, compensation, culture)
Best for	Trend tracking, early warning signals	Root-cause analysis, strategic planning
Response rates	High (low effort)	Lower (high effort)

Think of eNPS as a vital sign — a quick check that something is healthy or needs attention. Engagement surveys are the full diagnostic that tells you exactly what's going on. Most teams run eNPS quarterly and a deeper engagement survey once or twice a year.

Doozy supports both formats. Use the eNPS question type for recurring pulse checks, and build multi-question surveys with scales, multiple choice, and open-ended questions for deeper assessments. See the question type reference for details.

Tools for running eNPS in Slack

The Slack ecosystem has two types of survey tools: native (respond inside the Slack message) and external (click out to a browser). For a one-question metric like eNPS, native tools get meaningfully higher response rates. Here's how the main options compare:

Doozy

Slack-native. Dedicated Employee NPS question type with automatic Promoter/Passive/Detractor categorization. Anonymous responses, recurring schedules (daily through yearly), HRIS-based targeting, and CSV exports enriched with department, tenure, and manager data. Connect to Zapier or Make to send eNPS results to BI tools, spreadsheets, or people analytics platforms automatically. Multi-question surveys let you combine eNPS with follow-up questions. Starts at just $2.60/user/month.

→ Doozy Polls & Surveys

Polly

Established Slack polling app with NPS-style questions. Strong for recurring check-ins and standups. Exports to Google Sheets and CSV. Good option if your primary use case is quick polls beyond eNPS. Does not include HRIS integration for targeting or export enrichment.

SurveyMonkey

Enterprise-grade survey platform with a Slack integration for notifications. Offers dozens of question types, branching logic, and industry benchmarking. Responses happen in the browser, not inside Slack, which typically reduces response rates for short surveys like eNPS. Best suited for complex annual engagement surveys rather than quick recurring eNPS.

Google Forms + Zapier

Free option. Create your eNPS question in Google Forms, use Zapier to post a link to a Slack channel on a schedule. Responses happen outside Slack. Requires manual setup for each survey cycle. No built-in eNPS scoring — you'll calculate it yourself from the spreadsheet data.

For a full comparison of 9 Slack survey tools, see 9 Slack Apps for Polls and Surveys.

Start tracking eNPS in Slack

eNPS works best when it's low-friction, anonymous, and recurring. Running it inside Slack checks all three boxes.

Doozy gives you a dedicated eNPS question type, anonymous responses, recurring schedules, HRIS-based targeting, and enriched exports — set it up once and track employee loyalty over time without lifting a finger.

Try Doozy in your workspace →

Polls & Surveys · Engagement · HRIS Integration