Employees play a crucial role in achieving an enterprise's objectives. They act as the voice of the employee within the organisation, conveying feedback that can be used to refine business strategies and products. To empower employees, it is essential to allow them to express their opinions and ideas. This leads to a more committed workforce willing to go the extra mile to solve customer issues and achieve company goals.

Organisations measure employee engagement and happiness differently, but it's crucial to have a pulse on the overall workforce. For some, like AON Hewitt, it's the level of an employee's psychological investment in their work, while for others, like Willis Towers Watson, it is the employees' willingness and ability to contribute to their success.

The Employee Net Promoter Score (eNPS) is the most widely used and accepted employee engagement measure. It was devised by fine-tuning the Net Promoter Score (NPS), a Bain & Company trademarked technique for measuring an organisation's customer satisfaction levels.

The eNPS is a single score based on the answer to one question. The Employee Net Promoter Score (eNPS) is a metric used to assess employee loyalty by asking how likely they are to recommend their workplace to others.

The Empuls Pulse Survey is an extension of the eNPS survey, helping you identify the factors influencing the score. Multiple factors affect the organisation's eNPS, and each factor is known as an engagement driver. Each engagement driver has several sub-dimensions providing a complete understanding of the various factors affecting employee sentiments. In total, the survey consists of 15 sub-dimensions identifying issues that directly impact employee sentiments.