How do we move from eNPS to EHS?

1. Agree what you want the new measure to do

Start with the decision: you want to understand how employees feel about working here and the reasons behind that feeling. Identify who owns the evaluation, who will review the results and who can act on what employees raise. Agree a review date before invitations go out.

Judge the evaluation by whether employees can participate, whether the feedback helps leaders understand their experience, and whether the team can turn it into a clear next step. A higher number than your previous eNPS is not a success criterion.

2. Explain the change to employees

Tell people why you are moving to a direct question about their experience, how the feedback will be reviewed and when they can expect an update. Explain the identity choices and access arrangements accurately. Give employees time and a practical way to respond.

If eNPS reporting must continue during the evaluation, coordinate invitations so employees understand why both are being collected. Use only the overlap needed to support the decision. Neither survey should become a request to defend the other score.

3. Run a complete EHS Cycle

The first EHS Cycle spreads invitations over days 1–21, with follow-ups on days 22–30. The headline is available after the Cycle closes if its participation requirement is met. Check who had the opportunity to respond, who answered and whether any working patterns or teams faced access barriers.

Read comments and the distribution of responses alongside the score. Separate Check-ins can explore a theme between Cycles, but their responses do not update the headline Cycle score.

4. Establish a new baseline

Keep your historical eNPS chart labelled as eNPS and start a separate EHS series. Do not rescale, convert or join them into one continuous trend. They use different questions, response options and scoring methods.

Example: label the old series “eNPS - recommendation” and the new series “EHS - how work feels”. Show the collection dates and participation beside each. An eNPS of +20 and an EHS of 65 do not represent a 45-point improvement.

5. Make the reporting handover explicit

At the agreed review, decide whether the evaluation gives you a usable baseline and a workable process for responding. If it does, replace eNPS with EHS in the employee-happiness section of your regular reporting. Record when and why the measure changed, and preserve the earlier series for historical reference.

If participation was inadequate or no one was ready to respond to the feedback, address that problem before treating the evaluation as complete. The choice of metric cannot substitute for a credible listening process.

Share what you heard, the action you will take and what you cannot change. Use later EHS Cycles to follow the same measure over time and focused Check-ins to explore the response to specific changes.

For the case behind the switch, read why we recommend EHS over eNPS for employee happiness. For the collection and scoring details, see the EHS Method.