I received a disturbing response to a blog post about companies with outstanding Net Promoter Scores (NPS) from a young man who works for a company that is using the scores to hammer employees.
This is NOT the purpose of NPS.
If you penalize employees for a poor NPS you have a much bigger problem on your hands.
Use an employee NPS survey to determine how you're doing as an employer.
If your employee NPS score is significantly lower than your NPS score, you need to be doing more to empower and engage your employees -- not increasing throughput with reduced numbers.
My wife is a fan of Panera and I'm a raving fan of Chipotle. These are supposed to be two of the best quick serve restaurants (QSR) in which to work.
I've recently written to both companies as I see the stress on the faces of customer-facing employees, who are my friends, trying to meet the increased demands of corporate to drive throughput and efficiency higher and higher to make Wall Street happy.
While investors are your customers, they're not going to keep you in business.
If you aren't treating your employees well, then your employees probably aren't treating your customers well.
And if your customers start leaving, so will investors.
Use NPS and eNPS to understand where you're already strong with regards to customer and employee engagement and what you need to work on.
Don't use it to punish your workers.
That's short-sighted and ultimately bad for business.