What are the best people analytics kpis?
From employee satisfaction to customer expectations, here are eight answers to the question, “What are the most useful people analytics KPIs that you monitor and measure at your company?”
- Employee Satisfaction
- Time to Hire
- Continuous Learning Culture (CLC)
- Employee Turnover Rate
- Quick Quit Rate
- Employee Engagement
- Employer Net Promoter Score (eNPS)
- Customer Satisfaction
Employee Satisfaction
One people analytics KPI that we monitor and measure at our company is employee satisfaction. We want to make sure that our employees are happy and satisfied with their jobs and the company as a whole. We also use this KPI to track and measure changes over time. If employee satisfaction declines, we can investigate the reasons why and take steps to remedy the situation.
Matthew Ramirez, CEO, Rephrasely
Time to Hire
As a company, the metric of time to hire is a good KPI. The hiring process should be as quick as possible because strong candidates are in high demand and can drop out.
To improve this, we implemented stricter pre-screening processes to choose whom we interview. If the hiring process takes longer than the industry average (just under 40 days), then we look to plan fewer but more in-depth interviews or ask those already successful in the role of what their thoughts are on a candidate.
Marco Genaro Palma, SEO Manager, PRLab
Continuous Learning Culture (CLC)
At our company, one of the most important people analytics KPIs we monitor and measure is called “Continuous Learning Culture.” It is a measure of how well employees are gaining new skills and knowledge, which helps to create a more productive and engaged workforce.
We track CLC by looking at employee participation in training programs, certifications achieved, and professional development activities. This helps us to gauge how successful our people analytics initiatives are and allows us to adjust our strategy accordingly. We believe that continuous learning of our employees is essential in creating an innovative and customer-focused workforce, so we track it closely.
Shaun Connell, Founder, Writing Tips Institute
Employee Turnover Rate
One people analytics KPI that we monitor and measure in our company is the employee turnover rate. This KPI helps us analyze whether we have a high turnover rate among employees in our company. Though there are many reasons employees may leave a company, we’ll want to monitor our employee turnover rate to see if there are any trends or areas for improvement.
If we find that the employee turnover rate is rising, we’ll want to keep track of the reasons employees are leaving our company so that we can address those issues. For instance, perhaps we’re not offering enough incentives or benefits for employees, or maybe the company culture is not a good fit for certain employees.
By monitoring and measuring our employee turnover rate, we can better understand how to keep our employees and improve our overall company.
Luciano Colos, Founder and CEO, PitchGrade
Quick Quit Rate
I am obsessed with the Quick Quit Rates, those employees who leave in less than a year. This is an enormous cost financially to the organization. It’s a known fact that turnover costs vary depending on the salary and position of each employee.
A CAP research discovered that typically, replacing an employee will cost 16% of their annual wage for jobs with low wages (under $30K/year). It also kills your brand. Services like Glassdoor provide employees and candidates the ability to share their experiences with your business. I have seen more applicants researching businesses prior to submitting an application, which can be an immense challenge for companies.
If you experience a quick quit rate, chances are that this will lead to hindering your recruitment efforts. By monitoring quick quit rates, you not only save on costs but also lessen the workload in recruiters’ queues by identifying and addressing these issues promptly. It is paramount that this quality control measure remains under wraps!
Trent Cotton, Senior Director of Talent, Hatchworks
Employee Engagement
Employee engagement measures how invested employees are in your company. It comprises many components, such as well-being, relationship with the manager, or personal growth.
We can break this down by teams to give managers transparency with potential issues. When employee engagement is high, my team will probably stay and continue to build the company with us. When scores decline, I know I have work to do and can start addressing the problem before people decide they’ve had enough.
Julian Schaaf, Head of Marketing, Gomada
Employer Net Promoter Score (eNPS)
One of our key people analytics KPIs is the Employer Net Promoter Score (eNPS). This metric gives us a holistic view of employee engagement and helps us measure employee satisfaction over time by asking our employees how likely they would be to recommend their workplace as a place to work.
eNPS also allows us to identify which departments are more engaged than others and tracks the impact of key changes that have been put in place, such as team restructuring or increased staff benefits.
We believe firmly in making sure employees feel valued and supported, so staying on top of our eNPS metric allows us to ensure that we are living up to our mission as an employer.
Jose Gomez, CTO and Founder, Evinex
Customer Satisfaction
At our company, customer satisfaction is one of the key people analytics KPIs that we monitor and measure. We collect feedback from both customers and employees in order to better understand what our customers need and how we can improve the customer experience.
We use this data to track changes in customer satisfaction over time and to identify areas where improvements can be made. This data has been invaluable in helping us deliver better products and services, as well as improving customer satisfaction.
Derek Bruce, Senior Director, Newcastle First Aid Courses
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