Tag: turnover

Turnover data is a popular metric, but is not effective by itself. Data can easily tell a story when paired with other metrics.

3 HR Metrics To Support Your Turnover Data

3 HR Metrics To Support Your Turnover Data

Turnover rate is the most common HR metric. It’s usually the first metric asked for by leaders and used for many organizational KPIs. Turnover is an important metric because it tells you how many people are leaving the company over a given period of time. But it’s not the end all be all. Metrics are […]

How To Calculate The Cost Of Turnover And Why It Matters

How To Calculate The Cost Of Turnover And Why It Matters

Your organization’s turnover rate is one of the most spotlighted HR metrics. But, just having the number doesn’t give much of an impact. To get a full picture, determine the true cost of turnover. Turnover rate is the percentage of people that leave the organization over a given period of time. We all know that […]

HR Metrics for Managing Your Organization’s Leaders

HR Metrics for Managing Your Organization’s Leaders

People don’t leave organizations, they leave managers. So it’s key to make sure you’re doing as much as you can in HR to help support, develop, and encourage your leaders. There are data and metrics to help you though.   Here’s just a few HR metrics to consider.   Span of Control This metric gives […]

Why HR and Talent Acquisition Should Care About New Hire Turnover

Why HR and Talent Acquisition Should Care About New Hire Turnover

Long employee tenures are no longer the norm within today’s offices. We don’t expect employees to stay with organizations for ten, fifteen, or twenty years as was the goal for previous generations. But, we should still be concerned about the retention of employees and new hire turnover.   Constant turnover has a high cost for […]

An HR Metric: Span of Control

An HR Metric: Span of Control

It’s common knowledge within the HR industry that people don’t leave companies, they leave managers. The daily interactions employees have with their managers set the tone for how they feel about the organization. Managers need to be leaders to motivate and support talent. Not everyone is naturally a great leader (though most leaders just need […]

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