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
Metrics for Reprocessed Plastic Recycling
1. Annual Sales Volume
The total quantity of plastic products sold within a year
What good looks like for this metric: 10,000 MT in 2025, increasing to 50,000 MT by 2035
Ideas to improve this metric- Expand market reach through marketing
- Increase product quality to boost sales
- Enhance sales team training and incentives
- Identify and target key industries needing plastic
- Collaborate with international partners
2. Production Yield
The percentage of produced items that meet quality standards
What good looks like for this metric: 95% in 2025, aiming for 99% by 2035
Ideas to improve this metric- Implement quality checks at each production phase
- Invest in modern machinery and technology
- Train employees on quality control processes
- Conduct regular maintenance on equipment
- Incorporate lean manufacturing practices
3. Customer Retention Rate
The percentage of customers who continue to buy over time
What good looks like for this metric: 80% in 2025, increasing to 95% by 2035
Ideas to improve this metric- Enhance customer service and support
- Implement a loyalty program
- Regularly seek customer feedback for improvements
- Offer personalized deals and discounts
- Ensure high product quality and consistency
4. Cost per Metric Tonne (MT)
The cost incurred to produce one metric tonne of plastic
What good looks like for this metric: 10% reduction by 2026, aiming for 20% reduction by 2035
Ideas to improve this metric- Streamline procurement processes
- Negotiate better deals with suppliers
- Optimize production scheduling for efficiency
- Minimize waste during production
- Utilize energy-efficient machinery
5. Training Hours per Employee
The average number of hours each employee spends in training annually
What good looks like for this metric: 20 hours in 2025, increasing to 60 hours by 2035
Ideas to improve this metric- Develop a comprehensive training calendar
- Encourage online and external training sessions
- Introduce mentorship programs
- Link training to career development plans
- Utilize technology for training modules
Metrics for Recruitment and inclusion
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
Metrics for Integrating Life Purpose
1. Employee Engagement Score
Measures the level of employee engagement and satisfaction within the organisation, often assessed through surveys
What good looks like for this metric: 65-85%
Ideas to improve this metric- Foster open communication channels
- Organise team-building activities
- Provide opportunities for career advancement
- Encourage feedback and suggestions
- Recognise and reward employee achievements
2. Purpose Alignment Index
Assesses how well employees' personal values align with the company's mission and goals
What good looks like for this metric: 70-80%
Ideas to improve this metric- Conduct workshops on company values
- Offer personalised coaching sessions
- Promote internal role models
- Align company projects with personal values
- Establish mentorship programs
3. Professional Development Participation Rate
Tracks the percentage of employees actively participating in professional development programs
What good looks like for this metric: 50-70%
Ideas to improve this metric- Make programs more accessible
- Tailor programs to employee interests
- Incentivise participation
- Publicise success stories
- Regularly evaluate and improve offerings
4. Employee Retention Rate
Measures the percentage of employees who remain with the company over a specific period
What good looks like for this metric: 85-90%
Ideas to improve this metric- Improve workplace culture
- Enhance benefits and compensation
- Offer flexible working conditions
- Provide clear career paths
- Implement regular feedback mechanisms
5. Personal Development Plan Completion Rate
Monitors the percentage of employees who complete their personalised development plans
What good looks like for this metric: 60-75%
Ideas to improve this metric- Set clear and achievable goals
- Regularly review progress
- Offer support and resources
- Ensure management buy-in
- Celebrate plan completions
Metrics for Customer Service Performance
1. Customer Satisfaction Score (CSAT)
Measures the level of satisfaction customers feel after interacting with customer service, typically collected through surveys
What good looks like for this metric: 80-85%
Ideas to improve this metric- Implement regular customer feedback surveys
- Provide training sessions for employees
- Use sentiments analysis tools
- Improve response times
- Offer personalised customer service
2. First Response Time
Calculates the average time it takes for a customer service representative to respond to a customer inquiry
What good looks like for this metric: Less than 24 hours
Ideas to improve this metric- Use automated responses
- Allocate resources efficiently
- Provide employees with comprehensive knowledge bases
- Implement better scheduling
- Use CRM tools to streamline processes
3. Average Handling Time (AHT)
Measures the average time spent on a customer service interaction from start to finish
What good looks like for this metric: 6-8 minutes
Ideas to improve this metric- Provide effective training for handling queries
- Use scripts for common issues
- Streamline processes
- Encourage team collaboration
- Regularly review and optimise procedures
4. Employee Satisfaction
Assesses the level of satisfaction of customer service employees about their work environment and job roles
What good looks like for this metric: 70-80%
Ideas to improve this metric- Conduct regular employee satisfaction surveys
- Offer recognition and rewards programmes
- Provide opportunities for career advancement
- Implement team-building activities
- Ensure a balanced workload
5. Issue Resolution Rate
Measures the percentage of customer service requests that are resolved successfully on first contact
What good looks like for this metric: 70-75%
Ideas to improve this metric- Improve training for problem-solving
- Provide comprehensive resources for employees
- Encourage proactive communication
- Analyse common issues for better solutions
- Adopt technology to aid in resolution
Metrics for Employment engagement
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
Metrics for Employee Motivation
1. Employee Engagement Score
This score measures the level of engagement an employee feels towards the organisation, based on surveys and feedback.
What good looks like for this metric: 70-80%
Ideas to improve this metric- Create regular feedback opportunities
- Offer professional development programmes
- Implement flexible work arrangements
- Recognise and reward employee achievements
- Promote a healthy work-life balance
2. Employee Net Promoter Score (eNPS)
A measure of how likely employees are to recommend their workplace to others, calculated by subtracting the percentage of detractors from promoters.
What good looks like for this metric: 10-30
Ideas to improve this metric- Foster open communication channels
- Address employee concerns promptly
- Create a strong company culture
- Enhance job satisfaction
- Provide adequate resources and support
3. Voluntary Turnover Rate
The percentage of employees who leave the company voluntarily over a specific period.
What good looks like for this metric: 10-15%
Ideas to improve this metric- Conduct exit interviews to understand reasons for leaving
- Increase employee growth opportunities
- Review and adjust compensation packages
- Enhance motivation through inspiring leadership
- Encourage team building activities
4. Absenteeism Rate
The rate at which employees are absent from work, excluding allowed absences.
What good looks like for this metric: 1-2%
Ideas to improve this metric- Implement wellness programmes
- Provide mental health support
- Enhance job satisfaction
- Encourage taking timely breaks
- Evaluate workload consistency
5. Job Satisfaction Index
Measures employee contentment with their job roles and responsibilities through surveys.
What good looks like for this metric: 70-85%
Ideas to improve this metric- Regularly review job roles and responsibilities
- Offer career progression opportunities
- Maintain a positive workplace environment
- Provide feedback and praise
- Ensure adequate work-life balance
Metrics for Employee Increment Program
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
Metrics for Employee Attendance Tracking
1. Attendance Rate
Proportion of scheduled work days an employee or group of employees attend
What good looks like for this metric: 95% attendance rate is typical
Ideas to improve this metric- Implement flexible working hours
- Provide attendance incentives
- Address workplace stress and burnout
- Offer remote work options
- Improve transportation facilities
2. Absenteeism Rate
Proportion of scheduled work days missed by an employee or group of employees
What good looks like for this metric: 5% absenteeism rate is typical
Ideas to improve this metric- Enhance employee engagement
- Monitor health and wellness
- Encourage regular feedback
- Provide career development opportunities
- Improve company culture
3. Punctuality Rate
Proportion of days an employee or group of employees arrive on time
What good looks like for this metric: 90% punctuality rate is typical
Ideas to improve this metric- Set clear arrival expectations
- Implement a reward system
- Provide time management training
- Communicate the importance of punctuality
- Address transportation challenges
4. Overtime Hours
Total number of hours worked beyond regular scheduled hours by employees
What good looks like for this metric: Balanced workload should minimize overtime
Ideas to improve this metric- Review work distribution
- Hire additional staff during busy periods
- Limit overtime to essential cases
- Implement job rotation strategies
- Improve task prioritisation
5. Leave Utilisation Rate
Percentage of leave days taken by employees relative to the total entitled leave
What good looks like for this metric: 80% leave utilisation is typical
Ideas to improve this metric- Encourage regular leave usage
- Monitor for signs of overwork
- Promote the importance of work-life balance
- Adjust leave policies if underutilised
- Ensure fair workload distribution
Metrics for Decrease in Stress Levels
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
Metrics for Fulfillment and growth
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
Metrics for Employee Turnover Analysis
1. Turnover Rate Percentage
This is calculated by dividing the number of employees who left during a period by the average number of employees during that period, then multiplying by 100
What good looks like for this metric: 10-15%
Ideas to improve this metric- Enhance employee engagement programmes
- Improve career development opportunities
- Conduct regular employee feedback sessions
- Competitive salary and benefits packages
- Strengthen company culture and values
2. Voluntary vs Involuntary Turnover
Compares employees who voluntarily resigned versus those who were terminated
What good looks like for this metric: Higher voluntary turnover indicates employee dissatisfaction
Ideas to improve this metric- Analyse exit interviews for patterns
- Identify root causes for turnover
- Address workplace grievances promptly
- Implement employee retention strategies
- Regularly assess job satisfaction levels
3. Average Employee Tenure
Measures the average length of time employees stay with the company
What good looks like for this metric: 3-5 years
Ideas to improve this metric- Provide ongoing training and development
- Offer clear career progression paths
- Recognize and reward long-term employees
- Encourage internal mobility
- Build strong leadership and management
4. Cost of Employee Turnover
Calculates the cost associated with losing and replacing employees, including recruiting, training, and loss of productivity
What good looks like for this metric: Typically 33% of an employee's annual salary
Ideas to improve this metric- Invest in effective hiring processes
- Use retention strategies to reduce turnover
- Improve onboarding processes
- Foster a positive work environment
- Regularly review compensation strategies
5. New Hire Turnover Rate
Monitors the percentage of new employees who leave within a specific period, usually within the first year
What good looks like for this metric: 15-20%
Ideas to improve this metric- Strengthen the onboarding experience
- Ensure realistic job previews during recruitment
- Provide mentors for new hires
- Set clear expectations and job roles
- Communicate effectively with new employees
Metrics for Employee and machine efficiency
1. Machine Downtime Rate
Percentage of time that machines are not operational compared to total available time
What good looks like for this metric: 5-10%
Ideas to improve this metric- Implement preventive maintenance schedules
- Use machinery monitoring systems
- Conduct regular equipment inspections
- Train staff on proper machine handling
- Invest in reliable equipment
2. Employee Productivity Rate
Output produced by employees in relation to the hours worked
What good looks like for this metric: 70-80%
Ideas to improve this metric- Set clear performance targets
- Provide regular feedback
- Invest in employee training
- Optimize work schedules
- Implement time management tools
3. Overall Equipment Effectiveness (OEE)
A measure of how well equipment is used during production, combining availability, performance, and quality
What good looks like for this metric: 60-85%
Ideas to improve this metric- Reduce setup and changeover times
- Increase scheduling efficiency
- Minimize quality defects
- Address bottlenecks in production
- Enhance operator training
4. Attendance and Absenteeism Rate
The frequency and duration employees are absent compared to expected working hours
What good looks like for this metric: 2-3%
Ideas to improve this metric- Implement flexible scheduling
- Enhance workplace conditions
- Recognise and reward good attendance
- Communicate attendance expectations clearly
- Provide support for work-life balance
5. Mean Time to Repair (MTTR)
Average time required to repair machines and restore them to operational status
What good looks like for this metric: 60-90 minutes
Ideas to improve this metric- Streamline repair processes
- Keep detailed repair logs
- Ensure accessibility to spare parts
- Train maintenance staff
- Implement condition-based monitoring
Metrics for IR & CCMA Risk Management
1. Case Resolution Time
The average time taken to resolve individual cases from initiation to closure
What good looks like for this metric: 3-6 months
Ideas to improve this metric- Establish clear procedures for case handling
- Use automated systems for case tracking
- Enhance communication between involved parties
- Provide regular training for case managers
- Regularly review unresolved cases to identify bottlenecks
2. Success Rate of Resolutions
The percentage of cases resolved without escalation or legal proceedings
What good looks like for this metric: 70-85%
Ideas to improve this metric- Invest in training for negotiation skills
- Implement mediation before litigation
- Track and analyse unsuccessful cases for improvements
- Establish a collaborative problem-solving approach
- Regularly update dispute resolution policies
3. Number of Cases Per Employee
The average number of IR & CCMA cases managed per employee
What good looks like for this metric: 1-3 cases per year
Ideas to improve this metric- Allocate dedicated case managers
- Ensure balanced distribution of cases
- Monitor individual case manager workloads
- Implement preventative measures to reduce cases
- Offer support services to employees to prevent issues
4. Employee Satisfaction with Resolution Process
A measure of how satisfied employees are with the case resolution process
What good looks like for this metric: 80% satisfaction
Ideas to improve this metric- Conduct regular surveys post-resolution
- Incorporate feedback into process improvement
- Enhance transparency of the process
- Provide clear communication throughout the process
- Offer employee support services during the process
5. Cost of Resolution Per Case
The average cost incurred by the company per resolved case
What good looks like for this metric: $500-$2,000
Ideas to improve this metric- Reduce legal costs through internal mediation
- Implement cost-effective dispute resolution methods
- Analyse high-cost cases for learning
- Use technology to streamline processes
- Negotiate vendor contracts for better rates
Metrics for Measure leadership and team dynamics
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
Metrics for Improving Team Leadership
1. Employee Engagement Score
A measure of how emotionally committed employees are to their work and the organization's goals, usually gathered through surveys
What good looks like for this metric: 65-85%
Ideas to improve this metric- Foster open communication
- Provide regular feedback
- Recognise and reward achievements
- Offer professional development opportunities
- Encourage work-life balance
2. Team Retention Rate
The percentage of employees who stay with the team over a given period, indicating stability and satisfaction
What good looks like for this metric: 85-95%
Ideas to improve this metric- Improve onboarding processes
- Conduct stay interviews
- Enhance career advancement paths
- Improve workplace culture
- Provide competitive compensation packages
3. Team Efficiency Ratio
The ratio of output produced by the team relative to the inputs used, indicating productivity levels
What good looks like for this metric: 1.5-2.5
Ideas to improve this metric- Optimise project management processes
- Facilitate effective delegation
- Invest in team training
- Implement time management tools
- Reduce unnecessary meetings
4. Leadership Trust Index
The level of trust team members have in leadership, usually collected via anonymous surveys and assessments
What good looks like for this metric: 70-90%
Ideas to improve this metric- Lead by example
- Be transparent in decision-making
- Follow through on promises
- Encourage feedback and act on it
- Maintain consistent communication
5. Conflict Resolution Rate
The percentage of conflicts successfully resolved within the team over a specific time period
What good looks like for this metric: 80-95%
Ideas to improve this metric- Offer conflict resolution training
- Maintain open-door policies
- Set clear communication guidelines
- Encourage collaboration among team members
- Provide third-party mediation if necessary
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.
Tability's check-ins will save you hours and increase transparencyMore metrics recently published
We have more examples to help you below.
The best metrics for Quality and Compliance Management- The best metrics for Improve response rate and satisfaction
- The best metrics for Employee and machine efficiency
- The best metrics for Improving Business Operations
- The best metrics for Head Chef Performance Evaluation
- The best metrics for Increasing adoption growth
Planning resources
OKRs are a great way to translate strategies into measurable goals. Here are a list of resources to help you adopt the OKR framework:
- To learn: What are OKRs? The complete 2024 guide
- Blog posts: ODT Blog
- Success metrics: KPIs examples