&
The Winning
eNPS Formula
Elevate your Employee Happiness Score with
cutting-edge insights by effective HR Leaders
A guide by Nova Benefits
in association with xto10x
eNPS · Employer Net Promoter Score
noun, abbr.
eNPS is every company's meter for employee happiness,
satisfaction, commitment and productivity. It defines your
brand and culture on a 0-to-10 scale.
You ask your employees: "How likely are you to recommend
your company as a great place to work?" Promoters cheer,
"Absolutely," Passives says, "Hmm, maybe." and your
Detractors scowl, "Not impressed."
Higher your eNPS means more happy dances and high-fives
on your way to improved results and bottom lines.
Table of Contents
Titles
Dear People Leaders
02
A letter by Saransh Garg, Co-Founder & CEO, Nova Benefits
Featured in this guide: Hear from HR leaders at Zeta, TechVedika, 03
Vena Energy, SquadStack, Masai, CredoHire, LeadSquared,
BrowserStack, and more
The big ‘m’s - Managers, Money & Manifesto 04
The importance of People-Centric Benefits
Alleviating Financial Stress
Measuring what matters
08
Solving real employee problems
Sentiment Mapping and Regular Check-ins
eNPS decoded 12
Building a culture that matters
Stairway to heavenly enps 17
Sustaining a naturally soaring eNPS
Managing the right employee benefits
Transform your Soft Savings To Solid Returns 22
How Medical Insurance results in immediate advantages
Cracking the code to substantial benefits
Break The norm 28
A 4-Step Roadmap to stellar eNPS
48
Resources 33
Dear People Leaders,
It’s no secret – the higher your Employee Net Promoter Score (eNPS), the better your
company's success. But let's face it, there's no easy way to maintain a stellar eNPS score.
It requires daily dedication and a deep understanding of what truly drives your company's
success.
So, what's the secret?
Championing Processes, Practices, and PEOPLE! A strong culture is built brick by brick,
and at the core of it are these three essential pillars
Each of these pillars play a vital role in shaping the overall impact and well-being of your
company. But the apex of this pyramid is the eNPS score, which serves as a powerful
indicator of your company's culture, employee attachment and pride.
Now, let's address a common pain point that many companies face. There is a lack of
clear and comprehensive guidance on how employee benefits can improve employee Net
Promoter Score (eNPS) and overall happiness at work. As a result, many companies
struggle to effectively design and implement employee benefits programs that meet the
unique needs of their workforce and drive positive outcomes for both the employees and
the organisation.
We're here to help you navigate these murky waters. Our guide is specifically designed for
Founders, Business Leaders, and People and Culture Champions like you, who want to
unlock the full potential of employee benefits, group health insurance and wellness, and
boost your eNPS score.
Cheers!
Saransh Garg
CEO & Co-Founder
Nova Benefits
In this guide, we've gathered insights from top
HR leaders of different industries
Sudhir Suguru
Prerona Sanyal
Isha Goyal
Senior Human Senior People Success Lead HRBP
Resource Manager
Manager
Leadsquared
Tech Vedika SquadStack
Reena Banerjee
Margaret Dsouza
Himanshu Kumar
Head – Human Head - People Success
Co-Founcer and CEO
Resources
Zeta CredoHire
Vena Energy
l
Sakshi Ma hotr a
Apurva Pawar
Arun Vigneswaran
Associate Director Senior Executive People Excellence Leader
Human Resources
People Operations
xto10x
Masai Browserstack
[Link] 03
The big ‘M’s
Managers, Money & Manifesto
Tech Vedika Zeta
What builds happier and healthier workplaces?
Creating a happy and healthy workplace is not just a nice-to-have perk for employees –
it's essential for the success of any organisation. And the secret to building a happier and
healthier workplace lies in creating a supportive and engaging work environment, by
keeping track of the Big Ms – Managers, Money and Manifesto.
So, whether you're a startup, a mid-sized company or a multinational corporation,
remember that investing in your employees' happiness and health is the key to building a
thriving workplace. Let's dive in!
Managers
In the Startups Employees Love Survey, featuring 50,000 employees, team xto10x
discovered that manager effectiveness is the biggest driver of employee happiness.
A producer of safe and natural baby products, who did not wish to be named, improved
their eNPS by 22 points by simply focussing on managers with low ratings and revamping
their leadership structure. They also introduced new reward policies to embrace better
leaders within the organisation.
43% Employees will not recommend their managers to their friends
Money
Performance management and compensation are other areas that requires attention.
27% Employees don’t feel like they get people-friendly benefits
Manifesto
In March 2022, Leegality achieved an eNPS score of 97 – the highest score in the
ecosystem. They managed to pull this off despite a 1.7X growth in the organisation’s size.
It was the result of their structural work on their management, manifesto and rewards.
Each and every Leegality employee felt that the organisation’s values deeply resonated
with their own.
[Link] 05
Ensure that your Manifesto reflects the
value you place on your people
“In this disruptive age, we're no longer 3. And finally, the power of Manifesto
talking about work-life balance, but cannot be underestimated. Leegality's
moving towards work-life flexibility. inspiring example demonstrated the
strength of a unifying purpose, aligning
Our journey at Zeta has shown us that their values with those of their employees,
nurturing exceptional leadership, offering fostering an unbreakable bond that
people-centric benefits, and crafting a transcends challenges and propels
compelling manifesto isn't just a recipe for growth.
success – it's a transformative and
impactful path that leads to the very heart This unity is what we strive for at Zeta – a
of our organisation. shared sense of purpose that binds us
together in pursuit of something greater
1. Managers hold immense power to than ourselves.
shape the employee experience. Our
commitment to elevating their skills, So, to every organisation, big or small, I
fostering empathy, and cultivating a offer this poignant takeaway: Prioritise
supportive work environment is what truly your employees' well-being, and the rest
sets the foundation for an engaged and will follow.”
motivated workforce.
2. Equally vital is Money, an aspect that
extends far beyond a mere pay check.
Recognising the holistic well-being of our
employees, we have embraced a people-
first approach to compensation and
benefits, catering to their physical, mental,
and emotional needs.
Margaret Dsouza
Head - People Success
[Link] 07
Alleviate financial stress with
performance-based bonuses and rewards
“At Tech Vedika, we believe that happier And finally, fair and competitive
and healthier workplaces are built upon a compensation is our way of demonstrating
foundation of managers who truly the value we place on our employees'
understand the power of people. It's not work. We alleviate financial stress by
just about overseeing tasks; it's about – offering performance-based bonuses and
rewards, ensuring that our team members
1. Effective communication
feel acknowledged and motivated to
2. Active listening
excel.
3. Fostering relationships
By embracing these elements our aim is to
Managers who prioritise empathy and cultivate happier and healthier workplaces.
support for their employees' well-being Our commitment to these principles has
create an environment where everyone led us to achieve certification as a Great
feels valued and heard. Place To Work for the second consecutive
time.
But it doesn't stop there!
We understand that it takes more than just
A strong culture, driven by a shared managers, money, or a manifesto to create
manifesto, sets the stage for success. an exceptional work environment. It's
Clearly defined values, a common mission, about fostering an ecosystem where each
and a purpose that resonates with every individual can thrive, experience personal
team member create a sense of belonging growth, and genuinely find fulfilment in
and direction. By promoting inclusivity, their work."
respect, and ethical behaviour, we
establish a positive work culture where
individuals thrive and bring their authentic
selves to the table.
Sudhir Suguru
Senior HR Manager
[Link] 07
Measuring
what matters
PS for both
The importance of eN
rs
employees and employe
Vena Energy SquadStack
Understanding Employee Sentiment
Employee Net Promoter Score (eNPS) matters for several reasons
Employee Retention
A high eNPS score indicates that employees are more likely to stay with the organisation,
reducing employee turnover and the associated costs of hiring and training new
employees.
High Performing Culture
Engaged employees who are satisfied with their workplace are more likely to be
productive and contribute positively to the organisation.
Employer Branding
A high eNPS score can contribute to a positive employer brand, making it easier for
the organisation to attract and retain top talent.
Employee Pride and Attachment
Research has shown that there is a strong correlation between employee satisfaction and
customer satisfaction. Employees who are happy and engaged are more likely to provide
better customer service and contribute positively to customer experiences.
Business Performance
High eNPS scores have been found to be associated with higher business performance,
including higher revenue growth and profitability.
Overall, eNPS provides organisations with a simple and effective way to measure
employee satisfaction and commitment, which can have a significant impact on the
organisation's bottom line. By monitoring and improving eNPS, organisations can create a
more positive and productive workplace culture, reduce employee turnover, and improve
their overall performance.
Read more
What is eNPS? Why does it matter?
[Link] 09
Benefits that boost eNPS are centred on
solving real employee concerns
“Vena Energy has a unique perspective on 6 days flexi leave in a year which is
employee benefits, understanding that over and above festive leave, earned
nothing should be taken for granted when leave, casual & sick leav
it comes to our team's well-being. Our
approach goes beyond the surface, Meal vouchers for restaurant dining
delving into the heart of employee needs (Sodexo), company-sponsored lunch
and concerns. every Friday, and unlimited snacks like
fruits, toffees, dry fruits, juice, soups at
Employee-first initiatives at Vena Energy wor
include
Equal opportunities for men and
Online and offline employee women in all departments, across
engagement sessions on Positive cities, and in leadership positions,
Parenting, Laughter Therapy, alongside promoting diversity and gender
fun interactions over dance and music equality within the organisation
Mobile purchase reimbursements to
facilitate seamless communication and At Vena Energy, we firmly believe that true
productivit benefits go beyond perks. A happy and
fulfilled workforce leads to remarkable
Comprehensive relocation packages achievements. By continuously evolving
including deposit support, brokerage, our benefits program and prioritising
two-week hotel stay and convenient employee well-being, we forge a path
car services to ensure a smooth towards a brighter and more sustainable
transition to a new workplac future.”
Work-from-home flexibility allows
employees to work from home 8 days
in a month, with the freedom to extend
based on their needs and in
consultation with their reporting
managers
Reena Banerjee
Head – Human Resources
[Link] 10
It is critical to focus on every aspect of eNPS
like sentiment mapping, regular check-ins
“eNPS is a powerful tool that gives you a Questions to ask mid-to-senior level
macro-level view of how motivated and people managers to dig deeper into
engaged your team members are, their sentiment mapping
productivity level, the impact of the
relationships they've built in the What kind of a relationship do you
organisation, and their passion for the think your reportees have with you
overall vision and mission.
Do you think your reportees are able to
However, to get a more holistic view, it's collaborate effectively with the
important for you to combine this tool with resources available to them
regular check-ins, pulse surveys, and
sentiment mapping. By incorporating How psychologically safe do you think
these tools alongside eNPS, you'll gain a your reportees feel in the organisation?
comprehensive understanding of your
team's dynamics, challenges, and These are critical questions that you must
aspirations. be able to ask your team as a whole in
order to truly understand their needs and
experiences.”
What is sentiment mapping?
Sentiment mapping among
employees is a process used by
organisations to understand and
analyse the emotions, attitudes, and
opinions of their employees. It
involves gathering feedback from
employees and mapping their
sentiments to identify patterns,
trends, and areas of concern within
the workforce.
Prerona Sanyal
Senior People Success Manager
[Link] 11
eNPS decoded
Analysing the impact of Promoters,
Passives and Detractors
xto10x
eNPS, a starting point — not an end
There's always work to be done to keep your employees happy. eNPS signals how
much.
In order to achieve the highest Return On Investment (ROI) on employee engagement,
well-being and benefits, eNPS needs to be consistently worked upon. It signals how
benefits are to be planned, how urgently, and how to track employee engagement
changes as you implement your initiatives.
Asking eNPS questions allows managers to gain an understanding of how loyal and
dedicated their workforce is on the whole.
Decoding employees and what their eNPS scores mean
Promoters
Most employees who fall into this category receive more than the Top 3 Benefits – Mental
Health Benefits, Health Insurance and L&D Reimbursement – and they are your biggest
supporters. They would be willing to "promote" and vouch for your company. In short,
these are your most loyal, satisfied and motivated people.
How do Promoters impact employer branding?
01 Enhance employer branding through positive word-of-mouth and advocacy
02 Actively refer potential employees, contributing to a strong talent pipeline
03 Boost employee engagement and foster a positive work environment
04 Contribute to lower turnover rates, aiding in talent retention
05 Create a positive impact on customer experience through their satisfaction
A Bain survey of almost 2,500 employees found that 67% of employee promoters planned
to stay in their current role, reducing recruiting costs, compared with 31% of detractors.
And they share their happiness publicly: 76% of promoters said they made positive
comments about their employer over the past year compared with 36% of detractors.
[Link] 02
Passives
These are employees who give a neutral or middle response. They are not fully
committed to the organisation, are not active supporters of the company, don't speak
negatively, and are somewhat satisfied with their job, but not enough to be true
advocates. Nearly 50% of Passives only receive 1 or 2 of the Top 3 Benefits.
How do Passives impact employer branding?
01 Impact employer branding by showing indifference, which leads to missed
opportunities for positive advocacy
02 Affects employee referrals due to their lack of enthusiasm, reducing the pool of
potential candidates
03 Neutral stance contributes to lower engagement levels and reduced team
productivity
Detractors
These are employees who respond as "unlikely" to recommend your company to a friend
or family member, and are not too happy or engaged at work. Your goal is to have as few
detractors as possible because the average cost to replace an employee is 6-9 months of
the replaced employee’s salary.
How do Detractors impact employer branding?
01 Spreading negative word-of-mouth, influencing potential candidates
02 Hindering employee referrals makes it less likely for them to recommend the
company to others
03 Decreased employee engagement, affecting overall team morale and
productivity
04 Higher turnover rates within the organisation
05 Damage to the employer's reputation, making it challenging to attract and
retain top talent.
Read more
What is Absenteeism? What are the benefits of Lower Absenteeism at work?
[Link] 14
According to The Society for Human Resources Management
(SHRM), replacement costs can be as high as 200% of the
200% employee’s annual salary for more senior roles.
To nurture Promoters, there are several specific benefit areas where HRs and
business leaders can drive their focus towards, including:
Family and child benefits
On-site dedicated provider programs
Crisis response support
Measurement-based healthcare to address rising health spend
Expanding mental health benefits
Compared to organisations with low employee engagement scores, companies with a
highly engaged workforce make more money, have lower absenteeism at work, and enjoy
far greater customer happiness and commitment.
23% 81% 10%
more profitable lower absenteeism more customer
happiness
“Having approachable and accessible C-suite leaders plays a
huge role in developing a culture of org-wide transparency. The
clearer each employee can see the bigger picture and
understand long-term goals, the more motivated they are.
They're more likely to recommend the organisation to their
network and speak passionately about their work. This creates
a ripple effect of positivity and enthusiasm!”
Prerona Sanyal
Senior People Success Manager
[Link] 15
Culture makes all the difference. Know where
you stand and make real improvements.
“At xto10x, our culture manifesto Meaningful roles with the opportunity
embodies the essence of a founder to create impac
mindset, where each individual is Fair reward practice
encouraged to think and act like a founder. Inclusive decision-making process
We believe in fostering a workplace where
policies are kept to a minimum, enabling Approaching our organisation with the
our people to make the right decisions same rigour as our customer-facing
autonomously. products enables us to achieve big
strategic goals and embody a culture we
For us, eNPS is the recipe to people and can be proud of.”
business success. By utilising a data and
benchmark-driven eNPS report, we focus
on the right feedback, identifying key
themes that truly drive our eNPS. Build a Rewards architecture
Measuring and continuously improving What should your org's total rewards
your organisation health is critical. Just proposition be to attract and retain
like any good product, your organisation the best talent?
needs data-driven measurement,
monitoring, and improvement. Design reward levers such as ESOPs,
salary, benefits and incentives
We have gathered some interesting according to your philosophy.
insights based on ~3000 employees
across startups who have taken the Impact metrics to track: reward
10xPeople survey so far to understand fairness score, talent attraction and
what really drives employee engagement retention metrics
Sense of pride in association with the
organisatio
High trust teams
Arun Vigneswaran
People Excellence Leader
[Link] 16
Stairway to
Heavenly eNPS
Administering employee healthcare
and wellness benefits
Credohire masai
Employee healthcare and comprehensive wellness
benefits – The stepping stones of eNPS
Employee benefits programs are a critical component of an organisation's strategy to
attract, retain, and engage top talent. By investing in the well-being and satisfaction of
employees, organisations can create a positive and productive workplace culture that
benefits both employees and the business as a whole.
Employees are seeking out companies with strong mental health support systems in
place, with access to benefits becoming a leading factor in deciding which job offer to
accept, and which job to continue being at.
57% A survey conducted by Glassdoor found that 57% of job seekers
consider benefits and perks to be among their top considerations
when accepting a job offer
Another key benefit that has been found to boost employee satisfaction is flexible working
arrangements. A study conducted by the Society for Human Resource Management
(SHRM) found that 89% of organisations offered flexible work arrangements, such as
telecommuting or flexible schedules, and these arrangements were found to improve
employee retention and job satisfaction.
In addition, health and wellness initiatives are also highly effective in improving employee
satisfaction and eNPS. A study conducted by the National Business Group on Health
found that 82% of employers offered wellness programs, and these programs were
found to reduce absenteeism and increase productivity.
Lastly, Learning and Development, along with Professional Development Opportunities
have become critical components of employee benefit programs that contribute to
employee satisfaction and eNPS.
94% According to a survey by LinkedIn, 94% of employees would stay at a
company longer if it invested in their career development
[Link] 18
Financial security is the backbone of employee wellness
"Shockingly, 53% of employees worry about finances during
work hours. But companies with financial wellness programs
witness a 24% improvement in job performance and an 88%
boost in employee loyalty.
Workplace well-being is a symphony of physical, mental, and
financial harmony. To compose a truly happy and healthy
workplace, companies must ensure their employees feel
financially secure."
Sudhir Suguru
Senior HR Manager
[Link] 19
From Good to Great: How to sustain a
naturally soaring eNPS
“At Masai, our core value of being "Caring 5. Masai Ambassador Team: This team
and Empathetic" isn't just a tagline — it's comprises of people from different levels
the driving force behind everything we do. in the organisation and keeps changing
We believe that a positive work every 6 months. It keeps employees
environment and employee satisfaction motivated and engaged with different
are paramount to achieving success. activities around culture
Our initiatives ensure that each employee 6. Buddy Program: New hires receive a
feels valued and focuses on empowering warm welcome and dedicated support
other team members, celebrating their from someone outside their team
successes, big or small.
7. Monetary Reward Vouchers: To
1. Gratitude Channels: Our internal celebrate birthdays and the joining
channels appreciate employees who are anniversaries of employees
creating an impact
8. Team Building Activities: Quarterly
2. Internal mobility: Employees make employee budgets allocated to for team
transitions seamless across departments, outings and fun activities
and are given first-choice for open roles
At Masai, we understand that eNPS is
3. Regular one-on-one connects: We vital, but our true passion lies in keeping
prioritise employee well-being with our employees content, safe, and
comprehensive wellness plans that are appreciated. The result? A naturally
also available in 1:1 formats
soaring eNPS.”
4. Solid Growth Plans: Employee
development takes centre stage as we
encourage quarterly self-assessments,
paving the way for constructive
discussions and growth plans with
managers
Sakshi Malhotra
Associate Director Human Resources
[Link] 02
The right employee benefits are paramount
to a company's success
“At CredoHire, we firmly believe that Our key indicator for success is the eNPS,
employee benefits are paramount to a which serves as a powerful tool to gauge
company's success, and we strive to the overall satisfaction and loyalty of our
create a work environment that fosters employees.
both personal and professional growth.
Through regular feedback surveys and
1. Recognition and rewards: We have open communication channels, we
gone above and beyond to implement a actively seek insights from our team to
comprehensive recognition and rewards continuously improve our benefits.
system that not only acknowledges It is immensely fulfilling to witness a rising
exceptional performance but also eNPS, as it reflects the genuine
celebrates the invaluable contributions enthusiasm and commitment our
made by each member.
employees have towards CredoHire's
2. Comprehensive employee benefits: We vision.”
offer a wide array of benefits, including
comprehensive healthcare coverage,
flexible work hours to promote work-life
balance, and ample opportunities for skill
development through workshops and
training programs.
3. Non-monetary rewards: We understand
that a fulfilled and motivated team is a
productive team, which is why we also
provide non-monetary rewards, such as
extra paid-time off or thoughtful gift cards
to demonstrate our gratitude and
appreciation.
Himanshu Kumar
Co-Founder & CEO
[Link] 02
Transform your
Soft Savings
to solid returns
Leadsquar ed Browserstack
Employers benefit significantly from a higher eNPS
The Return On Investment (ROI) for a higher eNPS is often discussed in the business and
startup world as ‘soft savings’ – something that has been hard to categorise as tangible
for business leaders.
However, newer research shows that having the right benefits and employee support is
an important part of measuring eNPS, and ROI, in the workplace of today, along with
supporting employee mental health and well-being.
A high eNPS yields substantial returns on investment for organisations of all
sizes.
Engaged and satisfied employees, reflected in a high eNPS, lead to reduced
employee turnover, saving recruitment and training costs
Increased productivity and efficiency contribute to better resource utilisation
and improved financial outcomes
Higher customer satisfaction from engaged employees result in increased
customer retention and repeat business, positively impacting the bottom line
With healthier, more committed employees, absenteeism costs decrease, and
healthcare expenses are minimised
A high eNPS acts as a potent employer branding tool, attracting top talent and
enhancing team performance and innovation.
Additionally, studies have shown a positive correlation between employee satisfaction,
customer loyalty, and shareholder value. A high eNPS will contribute to increased
shareholder confidence and value in the long run.
[Link] 23
Top employee benefits offering the greatest ROI
This is especially important if your business is on a limited budget, like most
businesses today are. You’ll need to carefully select benefits that will give the greatest
support to your employees and overall business.
Employee Benefits with highest ROI
250
218
200
162
ROI percent
150 147
100 129
50
0
Mental Health Health Insurance Learning & Development Reimbursement
Mental Health Benefits
Nearly 70% of employees reliably improve their mental health and miss 25% fewer days of
work each week due to their mental health.
A 2021 Deloitte research reveals that the ROI on every rupee spent on employee mental
health benefits is ₹132 after one year, and ₹178 after three years. Employees receiving
better mental health benefits clocked in 5.9 hours more at work than those not receiving
comprehensive wellness benefits. That means the ROI is between 162% and 218%.
Health Insurance
Employer-sponsored health plans can help incentivise employees to join an organisation,
which can lead to reducing recruitment and turnover costs. Offering a health plan can also
help in reducing medical claim volumes and increase employee engagement.
[Link] 24
147%
According to a recent study by Avalere Health, employers
will earn an average ROI of 147% from health insurance
programs. For every rupee spent, employers will receive
₹120 back in financial benefits.
L&D Reimbursement
Providing your employees with helpful skills via a Learning & Development Program and
aiding them in their career path assists with attracting entry-level talent and increasing
your number of job applicants.
74% of employees are more engaged if they feel they are given opportunities to move up
to a better position in the future. An L&D plan and reimbursement is a great incentive for
your employees to stay with the organisation as well as give them the skills and education
to help your company succeed.
According to Lumina Foundation’s two-year study titled ‘Talent Investments Pay Off’,
Tuition-related reimbursement programs (L&D plans) have a 129% ROI. At the same time,
talents that received the L&D reimbursement regularly achieved 43% higher incremental
salary gains.
xto10x's progressive insurance plan redefines employee well-being
“Among our various practices, our comprehensive insurance
plan stands out as a testament to our commitment to our
employees’ well-being. With unlimited top-ups, high coverage,
and inclusive family benefits, our progressive policy ensures
that our people feel safe and supported during times of need,
providing them with a hassle-free and smooth healthcare
experience. This focus on benefits has made a significant
impact on our employees’ lives, making them feel cared for and
valued as part of the xto10x family.”
Arun Vigneswaran
Head of People Excellence & HR Head
[Link] 25
Providing Medical Insurance results in
immediate and substantial advantages
“The COVID-19 pandemic has These are tangible returns that have an
underscored the significance of not only immediate and substantial impact on
having medical insurance but also other organisations, and contribute to overall
forms of coverage such as travel and employee productivity growth.
vehicle insurance.
At Leadsquared, we understand that
While medical insurance was once comprehensive medical insurance serves
considered an impressive perk, it has now as a testament to our genuine
become an expected standard for job commitment to the well-being of our
seekers. Candidates are increasingly employees.
hesitant to accept job offers that do not
include medical insurance. By prioritising the health and security of
our workforce, we not only foster a
From an ROI perspective, providing positive work environment but also
medical insurance benefits to employees enhance our company's reputation as a
can yield a favourable return on caring and responsible employer.”
investment (ROI) for employers in several
ways:
1. Reduced Employee Turnover
2. Improved health outcomes, reduced
sick leave, and increased productivity
3. Improved Employee Morale
4. Enhanced Employee Health with access
to medical insurance, regular medical
check-ups and early treatment
5. Tax Benefits for your company
Isha Goyal
Lead HRBP
[Link] 26
Take employee satisfaction and advocacy to
new heights by cracking the benefits code
“At BrowserStack, we've cracked the Comprehensive ealth nsurance: e
H I W
code to a happier and healthier provide extensive coverage for not only
workplace by prioritising the most cost- our employees' spouses and children
effective benefits, while staying focused but also their dependent parents and
on employee well-being. in-laws
Unlimited Time Offs: Our employees Remote irst Setup: Our employees
-F
have the flexibility to manage their have the freedom to choose their work
personal and professional hours, location, and schedule, enabling
commitments, leading to improved them to create an optimal work
well-being and increased productivity environment that suits their individual
needs. o further support their remote
Strong and Concrete Recognition
T
work, we offer remote-first
Program: Exceptional performance reimbursement
and contributions are personally
recognised and rewarded by co- By prioritising employee well-being, we
founders, fostering appreciation, have managed to take our e PS to new
morale, and a sense of belonging
N
heights a key measure of employee
–
satisfaction and advocacy. All this, while
Enhanced Maternity Cover: For new ensuring the O on benefits remain
mothers, we offer additional leaves,
R I
measurable through talent retention,
beyond the mandatory maternity improved health, happiness and
leave policy, and enhanced coverage productivity.
for room rent and delivery
”
complications.
Paternity Support: Promoting active
involvement in parenting, we offer
extending paternity leaves for new
fathers, enabling them to bond with
their child during the crucial early
stages and fostering a balanced
family life
A p rva awar
u P
Senior Executive People Operations
[Link] 02
Break the norm
Choose the benefitseothpalet
best support your p
A 4-step roadmap to stellar eNPS
Your comprehensive checklist for an 80% boost in eNPS
Establish the foundation
The first step in boosting your eNPS is to establish a strong
foundation within your organisation. Work closely with senior
leaders to set the tone on three critical aspects: Money,
Managers, and Manifesto.
Money: Recognise the importance of investing in your company culture. Allocate
resources to create a positive work environment, where employees feel valued and
motivated. This includes competitive compensation, benefits, and rewards that align
with industry standards.
Managers: Emphasise the significance of effective leadership and management. Train
and support managers to provide clear communication, guidance, and support to their
teams. Encourage open and constructive feedback between managers and employees,
fostering a culture of trust and transparency.
Manifesto: Define your company's core values and mission. Ensure they are
communicated clearly and consistently throughout the organisation. Encourage
employees to align with these values and actively contribute to the company's purpose.
Take stock of your reputation
To understand how employees perceive your organisation,
conduct a thorough assessment of your company's reputation.
Employee feedback can provide valuable insights that help
identify areas for improvement and highlight strengths to
leverage.
Utilise employer review sites such as Glassdoor, AmbitionBox, Indeed, and other
platforms to gather feedback and ratings. Pay close attention to employee comments
and reviews, as they often reveal specific areas of concern or satisfaction.
Analyse the feedback to identify recurring themes, both positive and negative. This
evaluation will provide a comprehensive understanding of employee sentiment and
areas that require attention.
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Celebrate and acknowledge employees for going above
and beyond
Creating a culture of appreciation is essential for enhancing
employee satisfaction and engagement. Implement a robust
rewards and recognition program that includes personalised
gifts, tokens of appreciation, and public acknowledgements.
Encourage managers and team members to regularly recognise
and celebrate the achievements and contributions of their peers.
This culture of appreciation not only boosts employee morale but also strengthens
relationships and fosters a sense of belonging within the organisation.
Measure and act on eNPS
Analyse the eNPS data to identify key drivers of employee
satisfaction and areas that require attention. Collaborate with
managers and HR teams to develop action plans aimed at
addressing these concerns and enhancing employee
experiences.
Regularly administer eNPS surveys to employees, asking them to rate the likelihood of
recommending the company as a place to work. Collect both quantitative and
qualitative data to gain deeper insights into their experiences and perceptions.
Prioritise initiatives that improve employee satisfaction, such as enhancing
communication channels, providing growth opportunities, fostering work-life balance,
and addressing any systemic issues within the organisation.
It’s been said time and again that to win in the marketplace, you must first win in the
workplace. Measuring the eNPS opens the door for honest and constructive dialogue
between employees and their managers. From there, you can take critical steps to
improve employee opinions, which in turn raises your eNPS and employer branding.
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Don’t miss out!
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[Link] 02
References
Bain & Company. (2018,February 07, 2018) Net Promoter for People: Give Employees a Voice,
Get Their Best.
[Link]
Leapsome. eNPS: What employee net promoter score is & why it matters.
[Link]
measure-it-and-why-does-it-matter
Startups Employees Love
[Link]
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