Step by step
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Pick the date and tell people it is coming
Choose a quiet week, not the week of a reorg or bonus news. A day before, post a short note in the channel you will use: what the survey is, that it is anonymous, how long it takes, and when you will share the results.
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Post the survey in a channel everyone is in
Paste the full eNPS survey below after
/pollin a channel the whole company or team is in, such as #general. It is one message with an Open button; people answer in a pop-up. -
Keep it anonymous and the score to one answer
The survey header has
anonymous, so nobody, including you, sees who answered what. The score question haslimit 1, so each person gives exactly one number. Both stay as written. -
Let it run for a week with one reminder
close after 7 dayscloses it for you, andremind 1 day before closingreposts it once for the people who missed it. Do not chase individuals: with anonymous answers you cannot tell who has answered anyway. -
Export and calculate
When it closes, open the poll's Poll settings and export the results to CSV (Premium, creator only). Count the 9s and 10s (promoters) and the 0s to 6s (detractors), divide each by the number of answers, and subtract.
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Share the score and one change
Within a week, post the score, the three most common reasons, and one thing you will change. Then put the next round in the calendar for three months later.
Example polls
Paste any of these into the message box in Slack.
Survey (2 questions). The full eNPS round. One score, one optional reason, results private to you until you share them (Premium).
/poll "eNPS" "Anonymous. Two questions." anonymous show results to creator close after 7 days remind 1 day before closing --- "How likely are you to recommend working here to a friend?" "0" "1" "2" "3" "4" "5" "6" "7" "8" "9" "10" limit 1 --- "What is the main reason for your score?" short text optional
Premium: surveys (several questions), more than 5 options, closing automatically, reminders, results for the creator only
AnonymousShow results: only visible to youClose automatically: after 7 daysReminder: 24 hours before closing
Choice poll. The score question alone, for a quick check between full rounds (Premium).
/poll "On a scale from 0 to 10, how likely are you to recommend working here to a friend?" "0" "1" "2" "3" "4" "5" "6" "7" "8" "9" "10" limit 1 anonymous close after 3 days
Premium: more than 5 options, vote limits, closing automatically
AnonymousLimit votes: 1 per personClose automatically: after 3 days
Short text with voting. After you share the score, ask for suggestions and let people upvote them.
/poll "What is one thing that would make this a better place to work?" short text :thumbsup: anonymous
Free
Anonymous
Who should see the results while it runs
Nobody except you. If people see a wall of low scores early, later answers drift towards
them. The full survey below uses show results to creator (Premium), so the results are
yours until you choose to share them.
Response rate matters more than the score
A score from 30% of the team says more about who chose to answer than about the team. Aim for most people. What moves the response rate: a heads-up the day before, one reminder, a survey that takes under a minute, and a visible follow-up from the last round. If answers fall from round to round, people have stopped believing anything happens with them.
Small teams need care
Under about ten people, one person changes the score by ten points or more, and anonymity gets thin: a single detractor in a team of five is easy to guess. For small teams, report the reasons and the trend, not the exact number, and never speculate about who gave a low score.
Reading the reasons
The "why" answers are the useful part. Sort them into a few themes, such as workload, management, pay, growth and tools, and count each. Read detractors first, then passives: passives are the people closest to becoming promoters, and their reasons are often the easiest to fix. Pick one theme and say what you will try before the next round.
Questions
What is a good eNPS?
Anything above zero means more promoters than detractors. Compare your score with your own last round, measured the same way, rather than with other companies.
How often should I run eNPS?
Quarterly. The answer rarely changes faster, and asking monthly wears people out. Between rounds, use a weekly pulse survey for faster signals.
Can I make the eNPS survey recurring?
Yes. Create it from the poll form (type /poll on its own), click Schedule, and set it
to repeat. Recurring polls are Premium. See
recurring polls.
Do I need Premium?
Yes. Eleven options, a one-vote limit, a multi-question survey, closing and reminders are
all Premium. Start a 14-day trial with /simplepoll trial, or see pricing.
Why not use the 1 to 5 scale question?
eNPS is defined on 0 to 10. A 1 to 5 rating can't be turned into an eNPS score, so use
eleven options with limit 1.
Related
- eNPS survey for Slack
When you want one comparable number for how likely people are to recommend working here, tracked quarter to quarter.
- What is eNPS (employee Net Promoter Score)?
Employee Net Promoter Score (eNPS) asks employees how likely they are to recommend their company as a place to work, on a scale from 0 to 10. The score is the percentage of promoters (9 or 10) minus the percentage of detractors (0 to 6), so it runs from -100 to +100.
- How to create a survey in Slack
To create a survey in Slack, type /poll and press Enter to open Simple Poll's form, add your first question, then click Add more questions for the rest, up to 20. Or type the whole survey as one /poll command with --- between the questions. It posts as one message; people click Open and answer in a pop-up without leaving Slack.
- How to create an anonymous poll in Slack
To create an anonymous poll in Slack, type /poll "Your question" "Option 1" "Option 2" anonymous and press Enter. The word anonymous after the last quote hides who voted for what from everyone, including you as the creator. The poll still counts every vote and shows the totals, and it is free on every plan.
- Weekly pulse survey for Slack
When an annual engagement survey is too slow to catch problems and you want a light, regular read on how the team is doing.
- Slack polls for HR and People teams
People teams ask the whole company for input more than anyone else, which makes them the first to burn out a channel with surveys. The fix is a small, predictable calendar: a few polls with a clear job each, sent at the same rhythm, with results that go somewhere.