Happy Staff – Using Internal Net Promoter Score (NPS)

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Happy Staff - Using Internal Net Promoter Score (NPS)
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The amount of effort placed in hiring good people into your team is enormous. Because of that, employers should be keen to create a great work environment for their staff. Getting feedback on how they feel about working with you is imperative to make the changes that will ensure happy staff, translating into productivity and profitability in your trades business. 

This episode is part two of the series: Planning, Attracting And Keeping Amazing Staff. Tony Fraser-Jones and I dive deep into this exciting topic. Tony explains the Net Promoter Score and how you can use it to gauge if your staff are happy working with you. He also gives tips on the frequency of using this tool and how you can roll this out to your team. 

Learn more about how you can make your staff happy and how to use the NPS in today’s episode.

What’s Discussed In This Episode:

0:00 The Opportunity Assessment  

2:36 What the NPS is 

4:31 Growing and scaling your business requires good people 

5:26 Is your team enjoying where they’re working?   

6:19 How often should you do the NPS? 

6:48 Receiving feedback 

8:48 Preparedness to make quick and significant changes 

9:21 Extreme ownership – the key to success 

10:15 Get honest feedback, not just great feedback 

11:14 Build a team first, market for team members, make the workplace fantastic for your team  

12:45 Rolling out the NPS to your team 

About Our Guest

Tony Fraser-Jones is the founder and managing director of Profitable Tradie. Over the last eight years, Profitable Tradie has worked with over 254 businesses and specialised in helping plumbers, electricians, and other tradespeople make more profit and create freedom from their business.



Books mentioned in this episode: 


Connect with me on LinkedIn. For more podcast episodes, you may also visit my website. Tune in and subscribe to The Site Shed: You can also listen to The Site Shed on Apple Podcasts, Spotify, and Stitcher.

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