WooCommerce Post-Purchase Survey: 7 Questions, When to Ask and What to Do Next Free survey template
eNPS survey template. The employee Net Promoter Score, with a reason for every score.
Ask employees how likely they are to recommend [Company] as a place to work, then ask each group its own follow-up: what makes detractors hesitate, what would make it a 10 for passives, what promoters like most. Four short questions after that show what keeps people, what to improve first and how long they have been with you, with room for anything else. The survey is anonymous.
Free plan: 100 responses a month and up to 50 surveys, no credit card. Every question works on the Free plan, the eNPS question with its follow-ups included. Anonymous mode is already on in this template and works on every plan.
The template’s real survey on a phone.
- 5 ready questionsAbout 3 min on a phone.
- Yours to changeQuestions, answers and logic.
- A ready reportA chart for every closed question.
- Export on every planCSV, Excel and SPSS.
One question tells you whether people would bring their friends to work here. The reasons tell you what to protect and what to fix.
The 5 eNPS survey questions in this template.
In the order employees see them. Each one is there for a reason, and you can change any of them.
The score and its reason
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How likely are you to recommend [Company] as a place to work to a friend or acquaintance?
Then one open question, depending on the score:
Why ask it. The employee Net Promoter Score question. The follow-up appears under the scale once a score is picked, worded for the employee’s group, so every score comes with its reason.
What keeps people and what to fix
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What keeps you at [Company]?
Why ask it. What promoters pick here is what to protect when budgets or teams change. Several answers are allowed, and people can write their own when the list misses it.
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What should [Company] improve first?
Why ask it. One answer only, so people have to choose. Read it next to the score: what detractors pick most is where to start.
Tenure and anything else
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How long have you worked at [Company]?
Why ask it. Newcomers and long-time employees often score differently. This answer shows whether the problem starts in onboarding or wears people down over time. Optional, like the last question.
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Is there anything else you would like leadership to know?
Why ask it. Room for what the other questions did not ask. Optional, so nobody has to write, and the comments people do leave are often the most useful part of the report.
How to run an eNPS survey from this template.
- 1
Copy the template
Click “Use this template” and create a free account or log in. The survey is copied to your account with all five questions, the three eNPS follow-ups and anonymous mode on. The copy waits in your survey list as a draft.
- 2
Put in your company name
Replace [Company] with your company name in the questions and the welcome screen. Adjust the options in the two choice questions to what your company offers.
- 3
Send it to everyone
Share the link by e-mail and in the team chat, and print the QR code on a poster for people who don’t work at a computer. Say in the invitation that the survey is anonymous.
- 4
Read the report
The report shows your eNPS and the share of detractors, passives and promoters. Each answer shows the score with the employee’s reason under it. Share a read-only report link with leadership or export the answers.
How to read eNPS survey results.
The score
eNPS is the share of promoters (9–10) minus the share of detractors (0–6), from −100 to +100. Passives (7–8) count in the total but not in either share. Compare it with your own last round first.
The reasons
Read the detractors’ reasons first and group them into a few themes. The theme that comes up most often, and matches what they chose to improve first, is where to start. What promoters say keeps them shows what to protect.
The groups
On Basic and higher plans, filter the answers by score or by tenure to see whether newcomers and long-time employees agree. Export everything to Excel, CSV or SPSS on any plan.
How to get honest eNPS answers.
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Say it is anonymous, and keep it so
Anonymous mode is already on in this template. Keep it on, and say in the invitation that the survey is anonymous.
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Don’t slice too thin
Show results by tenure only where at least five people answered, so nobody can be recognized by their answers. In a small team, remove the tenure question.
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Ask at a steady rhythm
Run the survey every quarter or every six months with the same 0–10 question, so each score compares with the last one. Avoid the weeks around performance reviews.
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Share what will change
Within a month, share the score, the main reasons and one change you will make. People answer the next round when they see the last one led somewhere.
More eNPS questions you can add.
Not in the template. Add any of them in the builder in a few clicks.
Manager and team
- How would you rate the support you get from your manager?
- How well does your team work together?
- Do you feel your work is recognized?
Staying or leaving
- Do you see yourself working here in two years?
- Have you thought about leaving in the last six months?
- What would make you consider another job offer?
Products and direction
- How likely are you to recommend [Company]’s products or services to a friend?
- Do you understand where the company is heading?
- How proud are you of the work your team does?
Free tools for your results
- eNPS calculatorEnter how many employees gave each score and get the eNPS with the three groups, for answers collected anywhere.
- Response rate calculatorHow many employees answered out of everyone you invited.
- Sample size calculatorHow many answers you need before the score of a large company means something.
- Organizational climate surveyThe deeper survey: ten statements on leadership, workload, growth and fairness, with the same eNPS question.
- What is eNPSThe employee Net Promoter Score in short: the question, the three groups and the formula.
- Anonymous surveys that stay anonymousHow to set up a survey so that no answer can be traced back to a person.
More templates
Questions about this template
What is an eNPS survey?
A short survey built around one question: how likely employees are to recommend the company as a place to work, on a 0–10 scale. The answers give the employee Net Promoter Score. This template adds a reason for every score, what keeps people, what to improve first, tenure and an open comment, five questions in all.
How do you calculate eNPS?
Subtract the percentage of detractors (scores 0–6) from the percentage of promoters (9–10). The result runs from −100 to +100. The SurveyNinja report calculates it for you, and the free eNPS calculator does the same for answers collected anywhere else.
Is the eNPS survey anonymous?
Yes. It asks for no name or e-mail, and anonymous mode is already on in this template, on every plan including Free. Keep the tenure question optional, and remove it in a small team.
How often should you run an eNPS survey?
Every quarter or every six months works for most companies. Keep the 0–10 question the same so each score compares with the last one, and leave enough time between rounds to act on what people said.
What is the difference between an eNPS survey and a climate survey?
An eNPS survey gives one number with its reasons and is short enough to repeat every quarter. A climate survey asks about leadership, workload, growth, fairness and wellbeing one by one. Many companies run the full climate survey once a year and a short eNPS survey in between. Our organizational climate survey template includes the same eNPS question.
Find out if your people would recommend working here.
Copy the survey, put in your company name and send the anonymous link to the whole team.