What are Employee metrics? Finding the right Employee metrics can be daunting, especially when you're busy working on your day-to-day tasks. This is why we've curated a list of examples for your inspiration.
Copy these examples into your preferred tool, or adopt Tability to ensure you remain accountable.
Find Employee metrics with AI While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI metrics generator below to generate your own strategies.
Examples of Employee metrics and KPIs 1. Time to fill Average number of days taken to fill a job vacancy from when it was posted until an offer is accepted
What good looks like for this metric: 30-50 days
Ideas to improve this metric Streamline the interview process Utilise automated applicant tracking systems Refine job descriptions Leverage recruitment agencies Enhance employer branding 2. Offer acceptance rate Percentage of job offers accepted by candidates out of the total offers made
What good looks like for this metric: 85-95%
Ideas to improve this metric Ensure competitive compensation packages Improve the candidate experience Communicate career growth opportunities Engage with potential hires pre-offer Conduct market research on industry standards 3. Employee retention rate Percentage of employees who remain with the company over a specified period
What good looks like for this metric: 85-90% annually
Ideas to improve this metric Enhance onboarding processes Implement employee engagement initiatives Offer continuous training and development Foster a positive work culture Provide clear career advancement paths 4. Diversity ratio The ratio of employees from diverse backgrounds compared to the total workforce
What good looks like for this metric: Varies by industry and location
Ideas to improve this metric Create inclusive hiring practices Support employee resource groups Offer unconscious bias training Monitor and report on diversity metrics regularly Engage with diverse recruitment sources 5. Employee engagement score Measurement of how engaged and satisfied employees are with their work environment
What good looks like for this metric: 65-85%
Ideas to improve this metric Conduct regular employee surveys Act on feedback received from employees Implement work-life balance initiatives Encourage open communication Recognise and reward employee contributions
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1. Employee turnover rate The percentage of employees who leave the company within a certain period. It's calculated by dividing the number of employees who left by the average number of employees, multiplied by 100.
What good looks like for this metric: 10-15% annually
Ideas to improve this metric Improve onboarding processes Foster a positive company culture Offer competitive salaries and benefits Provide career development opportunities Conduct exit interviews to understand reasons for leaving 2. Employee net promoter score (eNPS) Measures the likelihood of employees to recommend the company as a good place to work. It's calculated by asking employees to rate their likelihood on a scale from 0-10 and categorizing them as promoters, passives, or detractors.
What good looks like for this metric: 20-50
Ideas to improve this metric Regularly collect and act on employee feedback Enhance internal communication Recognize and reward achievements Ensure workload balance Promote work-life balance 3. Employee satisfaction survey scores Quantifies employees' overall satisfaction with the company. It's calculated through surveys asking employees to rate their satisfaction on various aspects, averaged into an overall score.
What good looks like for this metric: 70-80%
Ideas to improve this metric Enhance job role clarity Provide consistent feedback Create a trustful environment Increase engagement in decision-making processes Offer flexible working hours 4. Absenteeism rate The percentage of workdays lost to unplanned absences. It's calculated by dividing the total number of unplanned absence days by the total number of available working days, multiplied by 100.
What good looks like for this metric: 1.5-3%
Ideas to improve this metric Promote a healthy work environment Implement wellness programmes Offer flexible leave policies Address work-related stress Provide mental health support 5. Training participation rate The percentage of employees participating in professional development programmes. It's calculated by dividing the number of employees who participate in training by the total number of employees, multiplied by 100.
What good looks like for this metric: 60-80%
Ideas to improve this metric Encourage continuous learning Provide online training options Make training relevant and beneficial Reward participation and completion Communicate the value of training programmes
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1. Job Performance Rating An evaluation of the employee's job performance based on specific role-related goals and objectives
What good looks like for this metric: Typically ranges from 1 to 5, with 3 being average
Ideas to improve this metric Provide clear and concise performance goals Offer regular feedback and coaching Implement peer review systems Conduct regular performance appraisals Utilise performance management software 2. Skill Development Measures progress in acquiring job-related skills through training and development efforts
What good looks like for this metric: 75% of employees show improvement annually
Ideas to improve this metric Encourage enrolment in training programmes Promote cross-departmental projects Offer mentorship opportunities Align skill development with career goals Regularly update learning materials 3. Peer Feedback Scores Scores from colleagues reflecting teamwork, collaboration, and interpersonal skills
What good looks like for this metric: Average scores range from 3 to 4 out of 5
Ideas to improve this metric Foster an open feedback culture Conduct team-building activities Facilitate workshops on communication skills Implement a 360-degree feedback system Regularly seek verbal feedback in meetings 4. Achievement of Increment Criteria Assessment of whether employees meet predefined criteria for increments related to performance, learning, or company values
What good looks like for this metric: 60% of employees qualify for increment criteria annually
Ideas to improve this metric Clearly define the criteria in documentation Communicate criteria regularly during reviews Provide examples of how criteria can be met Offer support for employees lagging behind Regularly review and update criteria 5. Employee Satisfaction with Feedback Level of employee satisfaction with the feedback received about performance evaluations and increments
What good looks like for this metric: Benchmark satisfaction score of 4 out of 5
Ideas to improve this metric Implement anonymous feedback surveys Offer constructive and balanced feedback Train managers in delivering feedback Hold feedback sessions to gather input Create an action plan based on feedback
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1. Employee Stress Survey Score Measures employee stress levels through a structured survey using a standardised stress scale
What good looks like for this metric: An average score of 3.5 on a scale of 1 to 5
Ideas to improve this metric Conduct regular stress surveys Incorporate relaxation techniques into daily routine Introduce flexible working hours Improve communication channels Provide access to counselling services 2. Absenteeism Rate Reflects the percentage of workdays missed due to stress-related absences
What good looks like for this metric: A typical absenteeism rate of 2% is observed
Ideas to improve this metric Educate employees on stress management Enhance support for mental health issues Monitor workload to prevent burnout Foster a positive work environment Incentivise maintaining low absenteeism 3. Employee Turnover Rate Represents the rate at which employees leave the company voluntarily for stress-related reasons
What good looks like for this metric: An acceptable turnover rate is about 10%
Ideas to improve this metric Offer career development opportunities Ensure employees have a voice in decision-making Regularly assess job satisfaction levels Promote a healthy work-life balance Conduct exit interviews to understand stress factors 4. Participation Rate in Wellbeing Activities Indicates the percentage of employees engaging in sensory breaks and creative activities
What good looks like for this metric: Participation rate should be around 75%
Ideas to improve this metric Schedule activities at convenient times Clearly communicate the benefits of activities Offer a diverse range of activities Encourage team leaders to participate Provide feedback mechanisms to improve activities 5. Employee Engagement Score Measures employee engagement levels which inversely correlate with stress
What good looks like for this metric: An average engagement score of 75% is typical
Ideas to improve this metric Strengthen recognition and reward systems Develop a sense of purpose in roles Facilitate team bonding activities Implement regularly scheduled one-on-one meetings Encourage transparent communication at all levels
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1. Employee engagement score Measures the level of engagement employees feel towards their work, typically gathered through surveys
What good looks like for this metric: 70-80%
Ideas to improve this metric Encourage open communication Provide opportunities for feedback Recognize and reward achievements Offer professional development programs Foster a positive work environment 2. Employee retention rate Calculated as the percentage of employees who stay with the company over a specific period
What good looks like for this metric: 85-90%
Ideas to improve this metric Create clear career paths Provide competitive compensation Ensure work-life balance Foster a strong company culture Conduct exit interviews 3. Professional development participation Tracks the number of employees engaging in professional development activities
What good looks like for this metric: 60-75%
Ideas to improve this metric Promote development opportunities Subsidize costs of courses Incorporate development into performance reviews Provide time for learning Highlight success stories 4. Internal promotion rate Percentage of roles filled by internal candidates rather than external hires
What good looks like for this metric: 15-20%
Ideas to improve this metric Identify and groom top talent Offer leadership training Create mentorship programs Set clear promotion criteria Monitor and address skill gaps 5. Work-life balance score Evaluates how employees feel about their work-life balance, often measured through surveys
What good looks like for this metric: 70-80%
Ideas to improve this metric Implement flexible work hours Encourage taking vacations Promote wellness programs Regularly assess workloads Provide support for remote work
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1. Leadership Consistency Index Measures the consistency and reliability of leadership decisions and actions across the organisation.
What good looks like for this metric: 70-80%
Ideas to improve this metric Increase transparency in decision-making Provide leadership training sessions Establish clear communication channels Set measurable leadership goals Conduct regular feedback sessions with teams 2. Time-To-Hire Measures the average time taken to hire a new employee from the initial job posting to the acceptance of the offer.
What good looks like for this metric: 30-45 days
Ideas to improve this metric Improve job description clarity Streamline your interview process Utilise automated candidate screening Enhance employer branding Build a talent pipeline 3. Quality Of Hire Assess the performance and potential of new hires during their initial period at the company.
What good looks like for this metric: 80-90% retention of high performers
Ideas to improve this metric Refine assessment criteria during interviews Introduce structured onboarding processes Align new hires with company culture Cultivate mentorship and peer programmes Regularly review new employee performance 4. Employee Engagement Score Measures the overall engagement and motivation level of employees within the organisation.
What good looks like for this metric: 70-80%
Ideas to improve this metric Conduct surveys to gather feedback Implement recognition and reward systems Encourage work-life balance Provide career development opportunities Promote open communication within teams 5. Discipline Adherence Rate Monitors the team's adherence to established processes and procedures.
What good looks like for this metric: 85-95%
Ideas to improve this metric Clarify process expectations to team Introduce regular training sessions Incentivise compliance with procedures Regularly audit adherence to processes Ensure leadership models expected behaviours
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1. Revenue Growth Rate The percentage increase in a company’s sales from one period to the next
What good looks like for this metric: 10-25% annually
Ideas to improve this metric Enhance sales strategies Expand market reach Invest in marketing Improve product offerings Strengthen customer relationships 2. Net Profit Margin Net earnings as a percentage of revenue, indicating overall profitability
What good looks like for this metric: 7-10%
Ideas to improve this metric Reduce operational costs Increase pricing Streamline supply chain Enhance productivity Focus on high-margin products 3. Employee Satisfaction Score Average rating of employees' overall satisfaction, measured through surveys
What good looks like for this metric: 70-80%
Ideas to improve this metric Improve work-life balance Offer career development opportunities Enhance workplace environment Provide competitive benefits Encourage open communication 4. Customer Retention Rate The percentage of existing customers who remain loyal over a specific period
What good looks like for this metric: 85-90%
Ideas to improve this metric Implement loyalty programs Improve customer service Regularly engage with customers Solicit and act on feedback Ensure product quality 5. Return on Investment (ROI) Ratio of net profit to total investment, measuring the efficiency of an investment
What good looks like for this metric: 15-20%
Ideas to improve this metric Analyse and optimize investments Focus on high ROI projects Cut non-profitable ventures Increase efficiency in operations Leverage technology
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1. Cycle Counts Completed Per Day The number of cycle counts an employee completes each day
What good looks like for this metric: 10 cycle counts per day
Ideas to improve this metric Set daily cycle count targets Provide training to improve efficiency Use technology to speed up counting Monitor progress throughout the day Provide incentives for meeting targets 2. Average Time Per Cycle Count The average amount of time taken to complete a single cycle count
What good looks like for this metric: 45-60 minutes per cycle count
Ideas to improve this metric Standardise cycle counting procedures Identify and eliminate bottlenecks Utilise efficient tools and equipment Conduct regular employee training Review and optimise workflow processes 3. Accuracy of Cycle Counts The percentage of cycle counts that are completed without error
What good looks like for this metric: Above 95% accuracy
Ideas to improve this metric Double-check counts before submission Implement a verification process Conduct regular accuracy audits Provide detailed guidelines Offer corrective training where needed 4. Employee Attendance Rate The percentage of days employees are present for conducting cycle counts
What good looks like for this metric: 95%-100% attendance
Ideas to improve this metric Implement a clear attendance policy Provide flexible working schedules Recognise and reward consistent attendance Address attendance issues promptly Provide support for personal issues affecting attendance 5. Employee Productivity Rate The number of productive hours spent on cycle counts compared to the total hours available
What good looks like for this metric: 75%-85% productive hours
Ideas to improve this metric Track time spent on different tasks Use productivity management software Set clear daily goals Encourage regular breaks to maintain focus Identify and eliminate distractions
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1. Employee Adoption Rate The percentage of employees using new systems, processes, or behaviours after a change is implemented
What good looks like for this metric: 75-90%
Ideas to improve this metric Provide comprehensive training programmes Communicate the benefits of the change clearly Offer continuous support and resources Engage employees in the change process Collect and act on employee feedback 2. Resistance Rate The percentage of employees actively resisting the change
What good looks like for this metric: 10-25%
Ideas to improve this metric Identify and address reasons for resistance Involve key stakeholders early in the process Enhance transparent communication Offer incentives for adopting changes Build a change champion network 3. Implementation Time The amount of time taken to fully implement the change compared to the planned schedule
What good looks like for this metric: +/- 10% of planned time
Ideas to improve this metric Set realistic timelines with buffer Allocate adequate resources Streamline decision-making processes Monitor progress and adjust plans as needed Ensure clear accountability and roles 4. Employee Engagement Score The level of employee engagement as measured through surveys or feedback mechanisms before and after the change
What good looks like for this metric: Above 70
Ideas to improve this metric Foster a supportive work environment Recognise and reward employee contributions Maintain open lines of communication Provide opportunities for professional growth Regularly solicit and act on employee feedback 5. Change Impact on Performance Metrics The effect of the change on key business performance indicators such as productivity, quality, or customer satisfaction
What good looks like for this metric: Positive impact within 6 months
Ideas to improve this metric Align change initiatives with business goals Measure and analyse performance data regularly Adjust strategies based on performance insights Provide targeted training to improve performance Engage leadership in driving performance improvements
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1. Cost per hire Total recruiting costs divided by the number of hires within a specified time frame
What good looks like for this metric: USD 4,000 - USD 6,000
Ideas to improve this metric Optimize job advertisement placements Leverage employee referrals Automate parts of the recruitment process Negotiate better rates with recruitment agencies Enhance employer branding 2. Time to fill Average number of days it takes to fill a position from the moment the job is posted until an offer is accepted
What good looks like for this metric: 30 - 45 days
Ideas to improve this metric Streamline the interview process Implement applicant tracking systems Pre-screen candidates effectively Improve job descriptions Build a talent pipeline 3. Quality of hire Performance of new hires compared to existing employees, often measured after the first year
What good looks like for this metric: Similar or higher performance compared to existing employees
Ideas to improve this metric Enhance candidate assessment methods Use behavioural interviewing techniques Improve onboarding processes Encourage ongoing employee development Gather and act on feedback from new hires 4. Retention rate Percentage of new hires that remain with the company for a specified period, usually one year
What good looks like for this metric: 75%-80%
Ideas to improve this metric Improve company culture Provide career development opportunities Offer competitive salaries and benefits Enhance employee engagement Conduct stay interviews 5. Offer acceptance rate Percentage of job offers extended that are accepted by candidates
What good looks like for this metric: 90% or higher
Ideas to improve this metric Ensure competitive compensation packages Communicate clear career growth opportunities Build a strong employer brand Maintain a consistent and engaging recruitment process Gather feedback from candidates who decline offers
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1. Employee Turnover Rate The percentage of employees who leave the company during a certain period of time, calculated by dividing the number of employees who leave by the average number of employees and multiplying by 100
What good looks like for this metric: 10-15%
Ideas to improve this metric Enhance employee engagement programmes Improve internal communication Offer competitive salaries and benefits Create a clear career progression path Regularly review and improve company culture 2. Time to Hire The average number of days it takes from when a job opens until an offer is accepted, indicating the efficiency of the hiring process
What good looks like for this metric: 40-50 days
Ideas to improve this metric Streamline the interview process Utilise applicant tracking systems Enhance job descriptions Build a talent pipeline Increase employer branding 3. Employee Engagement Rate The level of employee commitment and involvement towards their organisation, typically measured through surveys and engagement scores
What good looks like for this metric: 70-80%
Ideas to improve this metric Regularly conduct employee surveys Offer professional development opportunities Recognise and reward employees Foster a positive work environment Encourage regular feedback sessions 4. Absenteeism Rate The percentage of workdays employees are absent, calculated by dividing the number of days missed by the total number of workdays available
What good looks like for this metric: 1.5-3%
Ideas to improve this metric Implement wellness programmes Improve workplace conditions Address potential causes of stress Provide flexible work options Promote a healthy work-life balance 5. Training Cost Per Employee The amount of money spent on training each employee, including materials, time, and any external training sessions
What good looks like for this metric: $1,000-$1,500
Ideas to improve this metric Evaluate the effectiveness of existing training programmes Utilise more in-house training resources Leverage online learning platforms Negotiate better rates with external trainers Ensure training aligns with company goals
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1. Employee Engagement Score Measures the level of engagement employees feel at work, often assessed via surveys
What good looks like for this metric: Typical benchmark values range from 60-80%
Ideas to improve this metric Conduct regular team feedback sessions Implement open-door policy for discussions Encourage team collaboration in decision-making Recognise team contributions publicly Provide professional development opportunities 2. Team Collaboration Index Assesses the frequency and quality of collaboration among team members
What good looks like for this metric: Benchmark values depend on industry; however, 70-85% is typical
Ideas to improve this metric Foster team-building activities Utilise collaboration tools for projects Clarify team roles and responsibilities Incentivise collaborative successes Monitor and reward team achievements 3. Employee Satisfaction Score Evaluates overall employee satisfaction with the management and working conditions
What good looks like for this metric: A typical satisfaction score ranges from 65-85%
Ideas to improve this metric Conduct satisfaction surveys regularly Address individual concerns promptly Provide transparent company updates Enhance workplace facilities Offer flexible working arrangements 4. Turnover Rate Measures the rate at which employees leave the organisation
What good looks like for this metric: Average turnover rates are between 10-20% annually
Ideas to improve this metric Promote career advancement internally Enhance employee reward programmes Offer competitive salary and benefits Encourage work-life balance Conduct exit interviews for insights 5. 360-Degree Feedback Ratings Aggregates reviews provided by peers, subordinates, and managers on an employee's performance
What good looks like for this metric: Ratings usually range from 3.5 to 4.5 out of 5
Ideas to improve this metric Train managers in giving constructive feedback Implement regular 360-degree feedback sessions Address feedback results in performance reviews Encourage honest and open communication Use feedback to guide personal development plans
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Tracking your Employee metrics Having a plan is one thing, sticking to it is another.
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to keep your strategy agile – otherwise this is nothing more than a reporting exercise.
A tool like Tability can also help you by combining AI and goal-setting to keep you on track.
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