How to Run eNPS Surveys in Slack

To run an eNPS survey in Slack, ask employees how likely they are to recommend your organization as an employer, using a 0–10 scale. Choose named or anonymous responses, add an optional follow-up question, and set the audience and schedule.

Doozy collects the answers in Slack and calculates the score. Your People team reviews participation, comments, and changes across survey runs to decide what to investigate or improve.

How to set up an eNPS survey in Slack

1. Create a survey in Doozy and add an Employee NPS question.
2. Ask: “How likely are you to recommend [Company] as an employer to others?”
3. Choose whether responses should be named or anonymous before sending.
4. Add an optional comment or follow-up question, such as “What is the main reason for your score?”
5. Select the audience: a channel, channel members, an employee group, or selected people.
6. Choose a one-off send or a recurring schedule, with a delivery time and time zone.
7. Review the settings and send a pilot before a wider rollout.

See the eNPS help guide for the detailed walkthrough.

Choose named or anonymous responses

Explain how responses will be used and who can see them before asking employees to participate.

Anonymous surveys omit names, email addresses, and demographic fields from reports. Scores and unnamed answers or comments remain available to authorized viewers. Anonymous reports cannot be filtered by department, manager, or location. Comments may still contain details that an employee chooses to include, so explain the setting accurately.

Named surveys can support individual follow-up and reporting filters based on available employee information. Administrators choose result visibility and can configure scoped access. Manager access to individual direct-report responses is off by default and depends on the survey's settings.

Audience targeting and result segmentation are different choices. You can select an employee group to receive a survey without promising demographic breakdowns for anonymous responses.

How eNPS is calculated

Responses fall into three scoring categories:

• Promoters: Scores of 9 or 10.
• Passives: Scores of 7 or 8.
• Detractors: Scores from 0 to 6.

eNPS = percentage of promoters minus percentage of detractors.

All respondents, including passives, count in the denominator. The result ranges from −100 to +100. These labels are scoring categories, not diagnoses of an employee's motivation or intent to leave.

For example, 60 promoters, 25 passives, and 15 detractors produce a score of +45. Use the calculator to explore your own response counts.

A positive score means more promoters than detractors; a negative score means the reverse. A zero score means their proportions are equal. Interpretation also depends on participation, audience, timing, and what people say in follow-up comments.

Choose a sustainable cadence

Monthly or quarterly surveys are possible starting points. Choose a frequency that gives your team enough time to review feedback and act before asking again.

Doozy supports recurring survey schedules, with a separate run for each delivery. Keep the question and audience reasonably consistent when comparing results. Record changes to the survey or organization that may affect the comparison.

Avoid promising that frequent surveys alone will improve engagement. Employees need to see how their feedback informs decisions.

Review the results

Start with response count and response rate, then look at the score and comments. A change based on a small number of answers can be difficult to interpret.

Doozy reports the eNPS breakdown and trends across runs. Named surveys can be filtered using available employee details, including group, manager, and location. Participant and answer tables support CSV exports. Anonymous exports preserve the anonymity settings and omit demographic fields.

When reviewing a change, ask:

• Did a similar proportion of the audience respond?
• Did the audience or question change?
• Which themes appear in the comments?
• What should a manager or the People team investigate next?

A score indicates how respondents answered the recommendation question. It does not by itself identify causes or measure retention.

Close the feedback loop

Share a short account of what employees raised, what the organization will do, and what requires further investigation. Give each action an owner and a date for the next update.

For example: “Several comments described unclear handoffs between support and engineering. The team leads will review the escalation process this month and share the changes before the next survey.”

Use the next survey and direct feedback to assess the response. Do not attribute a score change to a single initiative without supporting evidence.

When to use a broader survey

eNPS is one recommendation question. Add a broader employee survey when you need to understand specific experiences, such as manager support, role clarity, workload, or onboarding.

Doozy supports multiple question types and surveys within onboarding tracks. Choose questions around the decision you need to make, then explain how you will use the answers.