- Processing thousands of responses without failures
- Deep analytics with segmentation by groups
- A single space for collecting and analyzing responses
- Flexible access rights system for each department
- Adaptive design and branding
- Information security: compliance with FZ-152
- Intuitive and simple survey builder
By type of business process
eNPS Survey: evaluate the loyalty of the team
Use eNPS data to grow your business
Identify areas of discontent
Employee loyalty metrics will identify hidden issues before they affect productivity.
Reduce personnel losses
Analyzing responses and timely management responses will retain valuable specialists and reduce staff turnover.
Form ambassadors in the company
Satisfied employees will become the best recruits for the company and attract talent through word of mouth.
Easily run eNPS surveys on QForm
Advantages for HR-specialists:
Calculate the eNPS using the formula
eNPS measures employee loyalty
on a scale from -100 to +100.
After the survey, the respondents are divided into three groups:
- Promoters (9-10 points) are loyal employees.
- Neutrals (7–8 points) — satisfied, but without enthusiasm;
- Critics (0-6 points) are dissatisfied with the conditions.
After distributing the responses, the percentage of
promoters and critics is calculated as a percentage of the total number of survey participants. The final index is calculated
as the difference between these values
Calculation formula
eNPS = (% of promoters) – (% of critics)
Track factors that affect eNPS
- Loyalty to the company
- Satisfaction with working conditions
- Relations with management
- Career prospects
- Corporate culture
- Motivation system
Interpret your own eNPS metrics
These boundaries are arbitrary and it is better to compare the indicators with competitors in their field. For example, for retail, the production of eNPS 30+ can be considered a good result. For IT companies, the norm is often 50+
Low (< 0)
- More critics than promoters
- High risk of staff turnover
- Dissatisfaction with the company's working conditions, management, or culture
Average (0-30)
- Moderate loyalty
- There are neutrals who can become critics
- There are growth areas (motivation, communication, career)
High (> 30)
- The vast majority are promoters
- Low staff turnover
- Employees are the company's ambassadors
Integrate eNPS Survey into Your Website in 5 Minutes
1. Use special fields to create surveys: rating scales, sliders, emojis, or circles. This format simplifies evaluation and makes the process more convenient for participants.
2. Flexibly configure survey completion conditions to ensure data reliability and relevance. Set time limits for when the form is available. Enable protection against multiple submissions from the same IP address by specifying the allowed number of attempts (e.g., no more than 3).
3. Analyze the results in detail using additional filters in the response list. Highlight responses based on specific criteria or analyze combinations of different indicators. For example, find all respondents who gave a low overall eNPS score (less than 4) but rated career growth opportunities highly (more than 7).
Make use of the survey results.
Interpret the answers correctly and make changes in three key business areas.
Create talent retention programs
Transform the corporate culture
Build a long-term HR policy
Employee Loyalty Survey Results — are not just numbers, but a decision-making tool. They help identify employee issues (turnover, demotivation) and address them in time. When staff see real changes — loyalty and productivity grow. The main rule: surveys must lead to actions, not just remain reports. Then eNPS becomes a powerful resource for business development.
How to Improve the eNPS Index
To improve employee loyalty scores, it's important not just to collect data but to systematically work with feedback:
Analyze the reasons for low scores
Study the comments from detractors (0–6 points) — they often point to specific issues: unfair pay, overload, or lack of feedback from management.
Engage with passives (7–8 points)
This group is your growth reserve. Implement targeted improvements that can turn them into promoters: development programs, flexible schedules, recognition of achievements.
Reinforce promoter success (9–10 points)
Find out what loyal employees like and scale those practices across other departments.
Act transparently
Share survey insights and change plans with the team. Show that their opinion truly influences decisions.
Conduct surveys regularly
Compare trends (e.g., quarterly) to assess the effectiveness of changes.
Ideally, conduct the survey every 3 months. This helps track how employee sentiment changes and allows time to implement improvements. If your company undergoes frequent changes, surveys can be done monthly. In stable teams, twice a year is enough.
The key is to do it regularly and at the same time (e.g., every first Monday of the quarter). This makes the results easier to compare. Avoid conducting surveys more than once a month — employees may start skipping them.
Results
QForm offers a convenient and simple solution that measures employee satisfaction.
The system automates eNPS surveys and frees HR specialists from the routine work of handling questionnaires and spreadsheets.
The platform quickly collects data and analyzes it in real time. This allows you to easily track change dynamics, identify problem areas, and make informed HR decisions.
Flexible settings make it possible to adapt surveys to the specific needs of your company.
All results are available in an easy-to-understand format and can be integrated with other systems for exporting data to Excel, CSV, and PDF. At the same time, all data is securely protected and stored in compliance with legal requirements.
QForm turns employee feedback into a clear system of metrics, helping build an effective personnel management strategy. This is a modern approach to human resources that saves time and improves decision-making accuracy.
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