For HR Directors who own the eNPS number
Improve Your eNPS Score in 90 Days — Without Another Survey
A 12-week plan to lift your team's employee Net Promoter Score.
Backed by Gallup research: well-recognised employees are 45% less likely to leave within two years.
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Most "eNPS improvement plans" don't move the score
Three reasons the standard playbook produces flat quarter-on-quarter results — even when leadership swears it's this year's priority.
Measuring eNPS doesn't improve eNPS
Pulse surveys are a thermometer, not a treatment. Asking the question never changes the answer — and the score barely moves quarter to quarter.
Top-down recognition misses most of the team
When only managers can recognise, most of your people go unseen. The research consistently ties eNPS gains to frequent, peer-given recognition — and most programmes simply don't enable it.
Team building is a calendar event
One away-day a year doesn't build the psychological safety that makes employees want to stay — and recommend their employer.
The research
The research is clear on what moves eNPS.
Most companies invest in the wrong things.
Perceptyx, drawing on data from over 20 million employees, identifies three drivers that consistently separate eNPS Promoters from Detractors: belonging and recognition, psychological safety, and holistic wellbeing. Pulse surveys measure these things. They don't build them.
Gatherilla is built around the three highest-ROI interventions the evidence points to — and deploys them as daily habits, not one-off programmes.
The evidence
The numbers behind the approach
less likely to leave within 2 years
for well-recognised employees (Gallup-Workhuman, 2024 longitudinal study, n=3,447)
increase in eNPS Promoter odds
when organisations invest in understanding recognition preferences (O.C. Tanner)
more likely to feel they belong
when recognised at work (Gallup-Workhuman, n=12,000, 12 countries)
of team engagement variance
is explained by manager and recognition behaviours (Gallup, 2.7M workers)
What you get
Three features. One daily habit your team actually uses.
Each maps directly to a research-backed eNPS driver — and each is designed to be live the same week you sign up, without an IT project.
Peer Recognition
What
Any employee can send values-linked recognition to a colleague in under 60 seconds. Each one is tagged to a named company value, requires a written reason, and appears in a team-wide feed everyone can react to.
Why
Workhuman research found peer-to-peer recognition is 35.7% more likely to drive financial results than manager-only. Gallup's longitudinal study showed well-recognised employees are 45% less likely to leave within two years.
Online Team Games
What
A library of real-time multiplayer games — Common Ground, Battle Quiz, and more — that teams join via a short code on any device. No accounts. No installs.
Why
Google's Project Aristotle identified psychological safety as the strongest predictor of team performance. Shared, low-stakes play builds it faster than facilitated off-sites or scripted icebreakers.
Daily Connection
What
Letterilla — a daily shared word puzzle every employee in your organisation solves. Live leaderboard, monthly medals, and a built-in cross-team talking point every morning.
Why
eNPS Promoters consistently report daily micro-connection with colleagues, not quarterly programmes. The daily ritual turns passive platform users into daily active ones.
Peer Recognition
Recognition that sticks
Gatherilla's recognition system lets every employee send values-linked appreciation to a colleague in under 60 seconds. Each recognition is tied to one of your named company values, requires a genuine message, and appears in a team-wide feed.
Recognition is distributed, specific, and frequent — not saved for performance review season. Admins get a live dashboard showing recognition health, which values are being reinforced, and who's going unrecognised — so no one falls through the gaps.
"Peer-to-peer recognition is 35.7% more likely to drive financial results than manager-only recognition."
Online Team Games
Psychological safety, built in play
Gatherilla's live game library gives team leaders a structured way to run sessions that actually create connection — not just fill a calendar slot. Teams join via a code. No account required. Games run in real time across any device.
From consensus-building with Common Ground to strategy and trivia in Battle Quiz, each game is designed to lower interpersonal barriers, surface personality, and create shared moments that remote and hybrid teams don't get by default.
Teams with high psychological safety are rated effective 2x more often by management and have measurably lower turnover.
— Google's Project Aristotle; Amy Edmondson, Harvard Business School
Daily Connection
A reason to show up every day
eNPS isn't built in quarterly offsites. It accumulates through daily connection. Letterilla is a daily shared word challenge — every employee in your organisation gets the same puzzle.
They compete on a live leaderboard, earn medals, and have a natural talking point with colleagues every morning. It turns passive platform users into daily active participants — the small habit that compounds into the sense of belonging that eNPS Promoters consistently report.
Employees who feel connected to colleagues on a day-to-day basis — not just in structured sessions — are the ones who become Promoters.
The 12-week plan
What three months of doing this well looks like
Concrete checkpoints, not a roadmap deck. Hit the first one this week and you're already ahead of most companies.
Week 0
Baseline + setup
Run a quick pulse to capture your starting eNPS. Define 3–5 company values, turn on recognition, schedule the first team game.
Weeks 1–4
Recognition becomes habit
Daily challenge runs. Recognition activity ramps. Expect 60–80% of the team to give at least one recognition by week 4.
Weeks 5–8
Re-survey — the detractor drop
Re-run the eNPS pulse. The first place you see movement is detractor count — people stop saying 'never' once recognition reaches them weekly.
Weeks 9–12
Compound effect
Reciprocity sets in. By week 12 you're seeing meaningful Promoter growth, and the dashboards show where to focus next.
Don't take our word for it
We weren't sure a daily word puzzle would land — but Letterilla quickly became the first thing the team checks each morning. The quick-fire games we now run weekly have done more for cross-team collaboration than any away-day. People who barely interacted before now have running jokes.
Harley Beech
Head of Product
"The games are the thing our team actually looks forward to. It's changed the dynamic in our all-hands completely — people show up."
Aisha Quinn
HR Director
"I was sceptical about the daily challenge but it's become a genuine talking point. People mention Letterilla in Slack every morning."
Marcus Bell
Chief People Officer
The three questions every HR buyer asks
GDPR compliant by design
Gatherilla is fully GDPR compliant. We never sell or share your data, and your team's activity is never used for any purpose outside your organisation.
Live in under 10 minutes
No IT team required, no integrations to commission. Invite your team via email or a join link, configure your values, and you're running your first game session the same afternoon.
Your eNPS is the metric
Gatherilla's admin dashboard tracks recognition activity, engagement trends, and participation over time — so you have evidence to show leadership the investment is working.
Common questions, honest answers
Ready to see what's keeping your eNPS score where it is?
Unlock full Premium access free for 45 days and put all three levers — peer recognition, team games, and the daily habit — to work for your team this week.
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