Our commitment to our Catalyst team

At Catalyst, we know that our company is only as strong as our people. Catalyst wouldn’t be what it is today without the experience and commitment of our team, which is why we are always seeking feedback and suggestions on how we can better support and equip them to succeed in their roles.

We recognise that our success is driven by the ambition and expertise of our people. By investing in meaningful development opportunities, providing the right tools, and continuing a genuine focus on wellbeing, we aim to create an environment where everyone can thrive. When our employees feel valued, heard and supported, they bring their best selves to work and that ultimately positively impacts Catalyst as a whole.

An Employee Value Proposition (EVP) shows employees or potential employees what a company stands for. It shows the kind of values, support, and culture employees can expect from a company and forms part of the employer brand.

At Catalyst we are striving to make the company a great place to work. We are committed to improving our EVP and our aim is to become “Great Place to Work” certified by 2027. We know that our company and our people are great, but we want to make this credible and share it wider. We want the labour market to know that Catalyst is a great place to work and therefore attract, retain and engage the right employees in the right roles.

What is an eNPS?

An employee Net Promoter Score or eNPS for short, is a widely used tool for measuring employee satisfaction. Employees are asked one question, usually “how likely are you to recommend Catalyst as a good place to work?” which then provides valuable insight to gauge how employees are feeling about the company at a given time.

By measuring eNPS on a regular basis, we are able to accurately assess the effectiveness of initiatives, highlight areas for improvement and plan further actions to influence our company culture. The short one question format usually attracts higher response rates than lengthier surveys, and using the same format repeatedly gives more accurate comparable data.

The results are gathered and divided into three categories; promoters (the employees that score a 9 or 10 and would genuinely recommend the company), passives (the employees that are neutral and give a score of 7 or 8) and detractors (employees that score 6 or below). The eNPS calculation is the difference between the percentages of promoters and detractors, and the result can range between -100 and +100. A score of 0-30 is a ‘good’ score, 30-70 is ‘excellent’ and anything above 70 is ‘outstanding’.

Catalyst is proud to currently attract an outstanding eNPS, with a score of 79 (Dec 2025).