Calculator Inputs
Example Data Table
| Dimension | Example Score | Example Weight | Weighted Contribution |
|---|---|---|---|
| Engagement | 78 | 18 | 14.04 |
| Leadership Trust | 74 | 15 | 11.10 |
| Recognition | 82 | 12 | 9.84 |
| Growth & Learning | 76 | 10 | 7.60 |
| Wellbeing | 70 | 12 | 8.40 |
| Belonging & Inclusion | 80 | 12 | 9.60 |
| Work Enablement | 75 | 11 | 8.25 |
| Manager Support | 77 | 10 | 7.70 |
| Total | - | 100 | 76.53 |
Example adjustments: response rate 84%, eNPS 24, turnover risk 12%, and burnout risk 18% produce a final employee experience score near 74.69.
Formula Used
1. Weighted Dimension Score
WDS = Σ(Scorei × Weighti) ÷ ΣWeighti
2. Participation Factor
PF = 0.85 + 0.15 × (Response Rate ÷ 100)
3. eNPS Adjustment
EA = eNPS ÷ 20
4. Risk Penalty
RP = (0.06 × Turnover Risk) + (0.04 × Burnout Risk)
5. Final Employee Experience Score
Final Score = clamp[(WDS × PF) + EA − RP, 0, 100]
How to Use This Calculator
- Enter the team name, survey period, and respondent count.
- Provide response rate, benchmark, target, and previous period score.
- Enter eNPS, turnover risk, and burnout risk percentages.
- Fill each employee experience dimension score on a 0 to 100 scale.
- Assign weights to reflect your organization’s strategic priorities.
- Click Calculate Score to display the result above the form.
- Review the graph and breakdown table for strengths and weak spots.
- Use the CSV or PDF buttons to export the final report.
FAQs
1. What does this score measure?
It measures overall employee experience by combining key workplace dimensions, participation strength, promoter sentiment, and people risk indicators into one normalized score.
2. Why are weights included?
Weights let you prioritize dimensions that matter most to your organization, such as leadership trust, wellbeing, or growth, without changing the 0 to 100 result scale.
3. Why does response rate affect the score?
A stronger response rate improves confidence in the survey signal. The calculator uses a modest participation factor so low coverage does not distort decisions.
4. What is the role of eNPS here?
eNPS adds a sentiment adjustment. Positive promoter sentiment lifts the score slightly, while strongly negative sentiment reduces it and signals advocacy concerns.
5. Why include turnover and burnout risk?
Strong survey scores can hide workforce strain. These penalties make the final result more realistic when attrition risk or burnout risk is already elevated.
6. Can I use custom score scales?
This version expects dimension inputs on a 0 to 100 scale. Convert other scales first so results remain comparable across periods, teams, and reports.
7. What score range is considered healthy?
Many teams treat 70 to 79 as healthy, 80 and above as strong, and below 60 as urgent. Your internal benchmark should guide final interpretation.
8. How should I act on the result?
Review the lowest dimensions first, compare them against benchmark gaps, then create targeted actions for managers, recognition, workload, growth, or inclusion.