What are Human Resources metrics?
Crafting the perfect Human Resources 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.
Transfer these examples to your app of choice, or opt for Tability to help keep you on track.
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Examples of Human Resources metrics and KPIs
Metrics for Improving organisational performance
1. Employee Productivity
Measures the amount of work produced by an employee in a given time frame compared to the overall output
What good looks like for this metric: 75-100% task completion rate
Ideas to improve this metric- Set clear goals
- Provide regular feedback
- Offer training and development
- Implement time management tools
- Improve work-life balance
2. Revenue Growth Rate
Assesses the increase in income generated by the organisation over a specific period
What good looks like for this metric: 10-20% annual growth
Ideas to improve this metric- Diversify product offerings
- Expand market reach
- Enhance sales strategies
- Increase customer retention
- Optimise pricing model
3. Customer Satisfaction Score (CSAT)
Gauges customer satisfaction with products or services on a scale, typically collected through surveys
What good looks like for this metric: 75-85%
Ideas to improve this metric- Enhance product quality
- Improve customer service
- Offer personalised experiences
- Streamline purchasing process
- Regularly collect feedback
4. Net Profit Margin
Indicates the percentage of revenue that remains as profit after all expenses are deducted
What good looks like for this metric: 10-15%
Ideas to improve this metric- Reduce operating costs
- Increase pricing smartly
- Seek lower supplier rates
- Boost sales volume
- Enhance operational efficiency
5. Employee Turnover Rate
Represents the rate at which employees leave the organisation within a certain period, impacting overall performance
What good looks like for this metric: 10-15% annually
Ideas to improve this metric- Foster positive work culture
- Improve recruitment processes
- Enhance employee engagement
- Offer competitive benefits
- Conduct exit interviews
Metrics for Community Care Impact
1. Employee Engagement Score
Measures how engaged employees are with the community initiatives and their involvement in the organisation’s activities
What good looks like for this metric: Industry benchmarks generally range from 65% to 85%
Ideas to improve this metric- Increase recognition of active participants
- Offer regular feedback sessions
- Facilitate team-building activities
- Provide training and development opportunities
- Enhance communication channels
2. Employee Retention Rate
Percentage of employees who remain with the organisation over a period, indicating satisfaction and loyalty
What good looks like for this metric: A typical benchmark is 90% annually
Ideas to improve this metric- Provide career advancement opportunities
- Improve work-life balance offerings
- Enhance benefits and compensation
- Organise engagement and wellness programs
- Foster a transparent work environment
3. Participation Rate in Community Events
Measures the level of participation by employees in organised community care events
What good looks like for this metric: Target at least 70% participation rate
Ideas to improve this metric- Make events more inclusive and diverse
- Align events with employee interests
- Provide incentives for participation
- Increase visibility and communication about events
- Engage leadership to drive participation
4. Employee Satisfaction Survey Results
Survey results reflecting employees' overall satisfaction with the organisation’s community care initiatives
What good looks like for this metric: Aim for satisfaction ratings above 75%
Ideas to improve this metric- Conduct focus groups to gather detailed feedback
- Regularly review and act on survey feedback
- Enhance communication about the impact of initiatives
- Introduce flexible community care activities
- Create mentoring opportunities within initiatives
5. Community Care Initiative Growth Rate
The rate at which community care initiatives are expanding in terms of scope or participation over time
What good looks like for this metric: A growth rate of 10% annually is typical
Ideas to improve this metric- Introduce innovative initiatives based on employee feedback
- Leverage social media to increase reach
- Partner with external organisations
- Schedule regular internal events to raise awareness
- Implement cross-departmental collaborations
Metrics for Leadership Development
1. Employee Engagement Score
Measures employees' emotional commitment and involvement in the organisation, typically gathered through surveys.
What good looks like for this metric: 65-85%
Ideas to improve this metric- Foster open communication
- Encourage employee feedback
- Provide development opportunities
- Recognise and reward achievements
- Enhance workplace culture
2. Feedback Response Rate
Percentage of feedback requests that receive responses from team members.
What good looks like for this metric: 50-70%
Ideas to improve this metric- Simplify the feedback process
- Offer anonymous feedback options
- Respond promptly to feedback
- Create a culture of feedback
- Encourage constructive feedback
3. Team Collaboration Index
Evaluates the effectiveness and frequency of teamwork within the organisation.
What good looks like for this metric: 70-80%
Ideas to improve this metric- Organise team-building activities
- Introduce collaborative tools
- Promote cross-departmental projects
- Recognise collaborative achievements
- Provide collaboration training
4. Communication Effectiveness
Assess how clearly and efficiently leaders convey information to their teams.
What good looks like for this metric: 60-75%
Ideas to improve this metric- Conduct regular communication workshops
- Solicit feedback on communication styles
- Use varied communication channels
- Simplify complex information
- Practise empathetic listening
5. Leadership Confidence Index
A self-assessed score that measures a leader's confidence level in their capabilities.
What good looks like for this metric: 7-9 out of 10
Ideas to improve this metric- Attend leadership development programmes
- Seek mentorship opportunities
- Engage in public speaking exercises
- Reflect on past successes
- Adopt a growth mindset
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 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 Team Productivity Analysis
1. Output Per Employee
Measures the amount of work an employee completes in a given time frame, such as daily, weekly, or monthly.
What good looks like for this metric: Often 1.0 tasks per day or similar based on industry standards.
Ideas to improve this metric- Streamline processes to reduce time waste
- Provide regular feedback and recognition
- Encourage task prioritisation
- Automate repetitive tasks
- Offer training and development opportunities
2. Attendance Rate
Tracks the number of days an employee is present versus the total workdays available.
What good looks like for this metric: An ideal attendance rate is above 95%.
Ideas to improve this metric- Implement flexible work schedules
- Encourage a healthy work-life balance
- Address and resolve workplace conflicts
- Provide comprehensive employee benefits
- Monitor workload for burnout
3. Employee Utilisation Rate
Measures the percentage of an employee's time spent on productive tasks versus available work hours.
What good looks like for this metric: Typical benchmark ranges from 75% to 85%.
Ideas to improve this metric- Ensure balanced workload distribution
- Reduce unnecessary meetings
- Implement task management tools
- Encourage employee autonomy
- Set clear task guidelines and objectives
4. Task Completion Rate
Measures the percentage of tasks completed on time versus total tasks assigned.
What good looks like for this metric: Aiming for at least 90% tasks completed on time.
Ideas to improve this metric- Improve task estimation accuracy
- Set realistic deadlines
- Use project management software
- Conduct regular progress reviews
- Encourage team collaboration
5. Innovation and Improvement Rate
Tracks the number of implemented new ideas and process improvements per team.
What good looks like for this metric: Varies widely by industry but aim for continuous input.
Ideas to improve this metric- Create channels for idea sharing
- Incentivise innovation initiatives
- Host regular brainstorming sessions
- Foster a culture of open innovation
- Evaluate and refine idea evaluation processes
Metrics for Change management effectiveness
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
Metrics for Team Member Strengths
1. Skill Proficiency
Measures the level of expertise and efficiency in a specific skill relevant to their role
What good looks like for this metric: Skills proficiency level between 1-5, with 3 being average competency
Ideas to improve this metric- Conduct regular skill assessments
- Provide access to skill-based training
- Encourage participation in workshops
- Establish mentorship programmes
- Implement skill-enhancing challenges
2. Project Contribution
Evaluates the impact and significance of a team member's contribution to projects
What good looks like for this metric: Regularly contributing significantly to 3 out of 5 projects per quarter
Ideas to improve this metric- Recognise individual contributions front and centre
- Create clear roles and responsibilities
- Set clear expectations for project deliverables
- Encourage collaboration and idea sharing
- Provide feedback and recognition incentives
3. Problem-Solving Ability
Assesses the ability to effectively analyse and solve work-related problems
What good looks like for this metric: Resolution of 4 out of 5 problems without extensive supervision
Ideas to improve this metric- Encourage creative thinking sessions
- Provide problem-solving workshops
- Facilitate peer brainstorming groups
- Allocate time for independent problem exploration
- Celebrate successful problem-solving outcomes
4. Leadership Potential
Identifies the capacity and tendency to take initiative and lead teams or projects
What good looks like for this metric: Exhibiting leadership potential in 2 out of 5 team situations
Ideas to improve this metric- Delegate small leadership roles regularly
- Provide leadership training opportunities
- Encourage initiative taking in projects
- Establish a leadership mentorship programme
- Recognise and reward leadership behaviours
5. Interpersonal Skills
Measures the effectiveness of communication and teamwork within the team
What good looks like for this metric: Positive peer feedback 80% of the time
Ideas to improve this metric- Conduct communication skills workshops
- Encourage team-building activities
- Facilitate open feedback sessions
- Provide conflict resolution training
- Recognise and celebrate teamwork
Metrics for Recruitment Performance Review
1. Time to Fill
The average number of days it takes to fill a position from when it was opened until offer acceptance
What good looks like for this metric: 42 days
Ideas to improve this metric- Streamline the interview process
- Improve job advertisements
- Enhance employer branding
- Use employee referrals
- Implement applicant tracking systems effectively
2. Quality of Hire
Measures the value a new hire adds to the company based on performance reviews and retention
What good looks like for this metric: Performance ratings of 3 out of 4
Ideas to improve this metric- Define quality hiring criteria
- Use structured interviews
- Conduct thorough reference checks
- Improve onboarding processes
- Foster continuous feedback mechanisms
3. Offer Acceptance Rate
The percentage of job offers that are accepted by candidates
What good looks like for this metric: 90% acceptance rate
Ideas to improve this metric- Ensure competitive salary offers
- Highlight company culture
- Communicate career advancement opportunities
- Build strong relationships with candidates
- Address candidate concerns promptly
4. Candidate Satisfaction
A score that represents how pleased candidates are with the recruitment process
What good looks like for this metric: 80% satisfaction rate
Ideas to improve this metric- Provide clear communication throughout the process
- Simplify the application process
- Offer timely feedback
- Ensure a positive interview experience
- Follow up regularly with candidates
5. Cost Per Hire
The average cost spent to hire a new employee, including advertising, staffing agency fees, referrals, and more
What good looks like for this metric: $4,000
Ideas to improve this metric- Utilise cost-effective recruitment channels
- Minimise agency fees with direct hiring
- Encourage employee referrals
- Revisit and optimise recruitment processes
- Monitor marketing and advertising spend
Metrics for Success of recruitment campaigns
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
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 Youth Employment Support
1. Employment Rate
The percentage of trained youths who secure formal employment within a defined period.
What good looks like for this metric: 60-70%
Ideas to improve this metric- Enhance job matching with employer networks
- Develop personalised career coaching programs
- Provide job readiness workshops
- Offer internship or apprenticeship opportunities
- Strengthen partnerships with local businesses
2. Average Time To Employment
The average duration between program completion and securing a formal job.
What good looks like for this metric: 3-6 months
Ideas to improve this metric- Streamline the job application process
- Increase interviewing preparation support
- Foster relationships with quick-hiring companies
- Regularly update job market trends
- Provide continuous job search support
3. Retention Rate
The percentage of youths who remain employed for at least six months in their first job.
What good looks like for this metric: 70-80%
Ideas to improve this metric- Implement follow-up support for new employees
- Offer skill enhancement workshops
- Encourage mentor-mentee relationships
- Promote workplace adaptability training
- Facilitate employee feedback sessions
4. Salary Growth Rate
The percentage increase in earnings for employed youths over a specified period.
What good looks like for this metric: 5-10% annually
Ideas to improve this metric- Encourage negotiations for better starting salaries
- Provide skill improvement sessions
- Highlight high-growth career paths
- Support networking events
- Track industry salary trends
5. Job Satisfaction Rate
The percentage of youths reporting satisfaction with their employment within the first year.
What good looks like for this metric: 70-85%
Ideas to improve this metric- Conduct regular job satisfaction surveys
- Provide career development opportunities
- Encourage work-life balance
- Facilitate peer support groups
- Address workplace grievances promptly
Metrics for Work Performance Evaluation
1. Daily Call Logs
The number of calls made or received in a day logged for performance assessment
What good looks like for this metric: 100 calls per day
Ideas to improve this metric- Set daily or hourly call targets
- Use scheduling tools to manage call times
- Incorporate script templates to shorten call times
- Develop listening skills to enhance understanding
- Regularly review call outcomes for feedback
2. LinkedIn Reach Outs
The number of professional connections and messages sent over LinkedIn to potential clients or partners
What good looks like for this metric: 20 reach outs per day
Ideas to improve this metric- Create personalised messages for each connection
- Leverage mutual connections for introductions
- Join relevant LinkedIn groups for expanded reach
- Post relevant content regularly to increase visibility
- Set aside dedicated time each day for LinkedIn activities
3. Cost Effectiveness
The ratio of incentives offered to overall recruit expenses to ensure cost efficiency
What good looks like for this metric: Incentives below 30% of overall costs
Ideas to improve this metric- Review and adjust incentive plans regularly
- Seek alternatives like recognition programs instead of financial incentives
- Analyse cost-benefit of current incentive structures
- Negotiate better terms with vendors or service providers
- Implement performance-based incentives
4. Task Completion
The percentage of tasks completed on time, indicating productivity
What good looks like for this metric: 95% task completion rate
Ideas to improve this metric- Prioritise tasks using a ranking system
- Break larger tasks into smaller, manageable steps
- Utilise project management tools to track progress
- Set tight deadlines and adhere to them
- Delegate tasks where possible to ensure efficiency
5. Onboarded Recruits
The number of new hires successfully onboarded within a specified time frame
What good looks like for this metric: 5 new recruits onboarded per month
Ideas to improve this metric- Streamline onboarding documentation processes
- Provide detailed training sessions for recruits
- Ensure all team members are prepared to support new hires
- Offer feedback sessions to address recruit difficulties
- Regularly update onboarding procedures
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
Tracking your Human Resources 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
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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