Crafting the perfect Engagement metrics can feel overwhelming, particularly when you're juggling daily responsibilities. That's why we've put together a collection of examples to spark your inspiration.
Copy these examples into your preferred app, or you can also use Tability to keep yourself accountable.
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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.
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.
Measures how many new users each existing user brings in. Calculated as (Number of invitations sent by existing users * Conversion rate of the invitations) / Total number of existing users
What good looks like for this metric: 1.0 or higher
Ideas to improve this metric
Create incentives for users to refer others
Simplify the referral process
Enhance the referral reward system
Optimise onboarding processes for referred users
Regularly test and refine referral messages
2. Invite Conversion Rate
The percentage of invitations sent out that result in new users. Calculated as (Number of successful invites / Total invites sent) * 100
What good looks like for this metric: 20-30%
Ideas to improve this metric
Personalise invitation messages
Optimise follow-up sequences
A/B test different invitation templates
Offer additional incentives for completion
Improve the perceived value of joining
3. Time to First Referral
The average time it takes for a new user to make their first referral. Calculated by tracking the time between user registration and their first successful referral
What good looks like for this metric: Within 7 days
Ideas to improve this metric
Create a sense of urgency
Provide clear instructions on how to refer
Showcase the benefits immediately
Use gamification strategies
Send targeted reminders
4. User Retention Rate
Percentage of users who continue to use the product over a specific period. Calculated as (Number of users at end of period – Number of new users during period) / Number of users at start of period * 100
What good looks like for this metric: 35% after one month
Ideas to improve this metric
Provide continuous value through updates
Engage users with regular content
Offer personalised experiences
Implement user feedback
Ensure seamless and user-friendly design
5. Daily Active Users (DAU) / Monthly Active Users (MAU)
The ratio of daily active users to monthly active users, indicating how sticky the product is. Calculated as DAU / MAU
What good looks like for this metric: 20% or higher
Ideas to improve this metric
Encourage daily engagement through notifications
Develop engaging daily content or features
Analyse and replicate behaviours of highly active users
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
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