Most teams run eNPS once, in a form tool. They get a single number back and can't say whether -5 is bad, which team moved it, or why it moved. The survey was easy to send and nearly impossible to learn from.
FeedbackPulse is eNPS survey software built for running the question on a schedule. You send the standard question, keep answers anonymous, and compare each result with the last one, so the score becomes a trend you can act on instead of a number you screenshot once.
What Is eNPS Survey Software?
eNPS survey software lets you ask the employee net promoter score question on a 0 to 10 scale, sort answers into promoters, passives and detractors, keep responses anonymous above a minimum group size, and track the score across repeat surveys. The eNPS formula is simple. The software's job is the schedule, the privacy rules and the comparison.
What You Can Run
Start from the eNPS template
eNPS is both a question type and a template type in FeedbackPulse, so you don't build the survey from scratch. Launch the template as it is, or edit it to fit your team. Add a Likert, Yes/No or open-text follow-up so people can say why they scored the way they did. That one extra question is usually where the useful part of the survey lives.
Put it on a schedule
Set it to repeat every N days, weeks, months or years, in the timezone your team works in. A quarterly eNPS survey that sends itself is much more likely to still be running in a year than one that depends on someone's calendar reminder.
Chase responses without nagging
Reminders can be automatic or manual. By default, the first automatic reminder goes out 72 hours after launch. If the response window closes before enough people have answered, you can extend it, which keeps the completed responses and reopens access for the people who haven't answered yet.
Reading the Score
Score and response bands
Every survey shows the eNPS alongside the split between promoters, passives and detractors. You see the number and what is behind it, so the same score from a team of mostly passives and one split between promoters and detractors doesn't get the same conversation.
Department heatmap
The department eNPS heatmap puts your teams side by side, so you can see where the score is holding and where it isn't. It's the fastest way to answer the first question leadership asks after the number: where should we look?
Movement between surveys
Matched-eNPS movement and comparisons with previous surveys show change over time. Comparisons work against qualifying earlier surveys on the same template, so keep using the same template from one round to the next. If there's no history yet, there's nothing to compare against, and nothing is shown. Your second survey is where the trend starts. For help reading what you see, our eNPS trend analysis guide covers what counts as meaningful movement.
Share it and summarize it
A leadership snapshot gives executives the headline, and shareable report links let you send results to the people who need them. AI summaries help you work through open-text answers faster. They support your reading of the comments and don't replace it, and they don't make decisions for you.
eNPS Software vs a Generic Form Tool
You can collect eNPS answers with any form builder. The difference shows up after the responses land.
| Generic form tool | FeedbackPulse | |
|---|---|---|
| Anonymity floor | Not built in, so you have to police small groups yourself | Anonymous results need at least 3 completed responses |
| Department slices | Whoever exports the data decides | Slices follow the same floor and stay closed below it |
| Repeat surveys | Compare spreadsheets by hand | Comparisons against previous surveys on the same template |
| Benchmarks | Look them up elsewhere | eNPS benchmarks included on Pro |
| Who sees what | Whoever has the link or the sheet | Admins see all reports, managers see their reporting lines, shared links for leadership |
A common objection is that you shouldn't need a full HR suite just to run eNPS. You don't. FeedbackPulse runs eNPS on its own, and it's free for up to 10 people, so you can try the whole workflow before you decide whether to roll it out wider.
Benchmarks
Pro includes eNPS benchmarks, which give you something to set your result against. Before you read too much into any comparison, our guide to eNPS benchmarks by industry and country explains why the same score can mean different things in different sectors and countries, and why your own trend usually tells you more.
Admin Controls and Privacy
Anonymous eNPS results stay hidden until at least three people have responded, and department slices follow the same minimum. A group that is too small to report on simply stays closed. Small groups and comments can still identify someone, so no threshold guarantees anonymity. If you have departments of three or four people, plan for that before you promise anything to your team. Our anonymous surveys page explains how these rules work across survey types.
Access follows roles. Admins see all reports. Managers see their direct and indirect reporting lines, which means a manager can read their own team's results without seeing the rest of the company. Shareable report links are meant for leadership, and you decide who receives them.
Where It Fits
Founders. A monthly read on the whole team is often enough to catch a problem early. If you're a founder, one question, sent on the same day each month, takes minutes to set up and gives you a line to watch.
HR leads. Run a quarterly eNPS survey and use the department heatmap to decide which conversations to have first. Our page for HR leads covers the wider setup.
50 to 200 person companies. At this size the average hides a lot. A company-wide score of 15 can be two healthy teams and one that's quietly struggling. Comparing teams is where eNPS starts to pay off for growing companies.
Teams already running pulse surveys. Add eNPS alongside them. The score gives you a steady headline, and your pulse surveys explain what's behind it.
Get Started
eNPS surveys are included on Free for up to 10 people, within the plan's five-survey limit. Benchmarks, advanced dashboards and manager reporting views come with Pro, and the pricing page has the details.
Pick the eNPS template, add one open-text follow-up, set a recurring schedule, and launch. If you want the wider picture first, see how eNPS fits into our engagement surveys. You can run your first one free for up to 10 people.
Frequently asked questions
Are eNPS surveys anonymous in FeedbackPulse?
Yes, when you run them in anonymous mode. Anonymous results stay hidden until at least three people have responded, and department slices follow the same minimum. Small groups and open-text comments can still identify someone, so no threshold guarantees anonymity. Check the smallest group you plan to report on before you launch.
How often should we run eNPS?
Monthly and quarterly are common choices. Pick a rhythm you can keep, because the value comes from comparing the same question over time. FeedbackPulse supports recurring schedules every N days, weeks, months or years, so the next survey goes out without anyone having to remember it.
What is a good eNPS score?
It depends on your industry, country and company size, and your own trend usually tells you more than a single number. Our guide to eNPS benchmarks by industry and country gives context for where you stand. FeedbackPulse includes eNPS benchmarks on Pro.
Is eNPS free in FeedbackPulse?
Yes, for small teams. eNPS surveys are included on the Free plan for up to 10 people, within the plan limit of five surveys. Benchmarks, advanced dashboards and manager reporting views come with Pro. See the pricing page for current plan details.
How is eNPS different from an engagement survey?
eNPS asks one question, how likely someone is to recommend your company as a place to work, so it gives you a quick, repeatable score. An engagement survey asks many questions to explain what is driving sentiment. Many teams run eNPS often and a longer engagement survey less often. FeedbackPulse supports both.