What is a good eNPS score?
6 May 2026 · 3 min read
The question is wrong. Here's the right one.
When leaders see their first eNPS result, they almost always ask the same thing:
“Is that good?”
It's an understandable reaction.
But it's the wrong question.
What the numbers mean
eNPS can range from −100 to +100.
The formula is simple: the percentage of promoters (9–10) minus the percentage of detractors (0–6).
Passives (7–8) don't count.
That gives you a number. And that number means something. Just not what most people think.
What the benchmarks say
There's no universal standard for “good”. It varies by industry, company size, and country.
But as a general starting point:
| Score | What it typically means |
|---|---|
| Below 0 | More dissatisfied than satisfied. There's a problem. |
| 0–10 | Acceptable, but fragile |
| 10–30 | Solid. Most healthy SMBs fall here. |
| 30–50 | Strong. People are actively recommending the workplace. |
| Above 50 | Exceptional. And rare. |
These numbers are guidelines.
A score of +15 might be excellent in one industry. In another, it could be a warning sign.
What most people get wrong
A high score isn't proof that everything is fine.
A company at +40 might be heading down.
A company at +10 might be heading up.
And that's exactly where most people misuse eNPS.
They measure once. They see a number. They conclude something.
And then they forget about it until next year.
The only thing that actually matters
Direction.
If you go from +10 → +20 → +30 across three measurements, you're doing something right.
If you drop from +35 → +25 → +15, there's a problem, even if +15 looks “fine” in isolation.
It's not the snapshot that's interesting.
It's the trajectory.
What to do with a low score
A low score isn't a verdict.
It's information.
And information is the best starting point for a conversation.
Don't get defensive. Don't panic.
Ask instead: what do we know now that we didn't know a month ago? And what can we do about it?
A low score that gets followed up is worth more than a high score collecting dust.
What to do with a high score
Don't get complacent.
Most eNPS drops start while the score still looks fine.
That's exactly why regular measurement matters more than a good score.
You want to see the decline coming. Not discover it six months later.
How often should you measure?
Once a year isn't enough.
Not because the question is hard, but because the world moves faster than that.
A new manager. A restructuring. A difficult period. A round of layoffs.
All of it affects wellbeing. And none of it happens on an annual schedule.
Monthly or quarterly measurements give you a picture in motion.
That's what you need.
A good eNPS score isn't +50.
A good eNPS score is one that's higher than last time.
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