High-performing and engaged employees are imperative for growth. You may wonder, “Are we at risk of losing top talent to competitors?” It’s worth remembering that disengaged employees are more likely to leave and be lured away, especially in competitive job markets. Leaders need unvarnished and direct feedback to shore up areas that might be blindspots to keeping high performers.
Net Promoter Score (NPS) measures employee loyalty by evaluating how likely they are to recommend your company. While many organizations only consider NPS from an external perspective, there is extraordinary strategic value in also measuring it internally. Understanding how your own employees feel about advocating for your organization gives you powerful insight into engagement, retention, and cultural alignment.
High versus Low NPS
Internally, NPS is more than a baseline metric. It serves as a tool that reveals the heartbeat of your organization. A high internal NPS indicates a workforce that is energized, motivated, and eager to champion the brand. A low internal NPS uncovers friction points, cultural misalignments, or leadership gaps that, left unchecked, can stifle growth and innovation.
Deploy Data-Driven Action
The true power of NPS is not in the number itself but in what you do with it. Once you have your baseline, you can set clear improvement targets, align cross-functional teams to address feedback themes, and celebrate quick wins that reinforce positive behaviors.
Areas to consider when you want to positively impact your NPS score include:
- Consistent feedback through monthly anonymous surveys - Asking for feedback consistently is imperative to know that your employees have a voice.
- Timely follow ups - Getting feedback is imperative but doing something with it is paramount. Even if the response is clarity on “why” something is the way it is, employees appreciate a response, either with change or clarity.
- Clarity on roles and career pathways - Understanding the roadmap for promotions and corresponding compensation creates a path for employees to reach their professional potential.
- Employee appreciation/recognition - Celebrating milestones with a custom pair of Nike sneakers, showcasing value champions through awards
Over time, this creates a feedback loop that nurtures a culture of continuous improvement. When employees see their input driving change, engagement soars. NPS becomes more than a score, it becomes a catalyst for sustainable growth and a clear differentiator in your industry.
Walk the Walk at AEB
When measuring NPS, anything above 50 percent is considered great. Scores above 80 percent are truly exceptional. We conduct monthly surveys and track trends across several months to ensure we're not just maintaining performance, but actively improving it. This consistent feedback loop keeps us focused on sustaining excellence while continually pushing toward the next level. It is not just about the numbers. This cadence helps us identify opportunities to enhance communication touchpoints and sharpen our focus on employee advocacy. When our internal champions thrive, our clients feel the ripple effect through elevated service and stronger trust.
Ready to Measure? We can help.
If you are unsure where to start or how to benchmark your own NPS, that is where we support clients. Our team specializes in developing engagement surveys and analytics frameworks tailored to your organizational needs. We do not stop at the data. We partner with you to interpret the findings, craft action plans, and implement initiatives that drive both employee satisfaction and customer loyalty. Consider us your strategic partner in turning insights into measurable growth outcomes.
