Please note that we are actively developing Predictive Indicators. Some of these metrics may adjust and others may be added.
Metrics Introduction
The Predictive Indicator metrics below give you a clear view of employee fit. These early metrics are designed to highlight patterns and potential turnover risk in the first 90 days. We highly encourage you to focus on whether these metrics capture themes that would support real decisions at your organization.
Confidence Metrics
Confidence Score is a metric used to represent the confidence that employees are a fit for the organization. The confidence score standardizes sentiment so we can see what is typical and what stands out. Scores range from -3 to 3. Scores above 0 indicate areas of high performance while scores below zero indicate potential areas of improvement.
Composite Confidence Score
Purpose: Shows the level of confidence that employees in each location are not at risk of leaving.
How to Use: Identify locations with lower confidence scores to uncover potential retention risks and investigate underlying factors.
Example Interpretation: The Alexandria location has quite low Confidence scores starting at Day 30 and worsening into Day 90. This indicates that this location has a high risk of potential turnover. This should lead to an investigation into why the Alexandria location has such a high risk of turnover in the first 90 days.
Confidence Score Trend
Purpose: Shows the level of confidence that employees in each location are not at risk of leaving over a time horizon.
How to Use: Track trends to spot emerging risks early and evaluate whether interventions are improving retention confidence.
Example Interpretation: The confidence score was trending in a negative direction, well into the high-risk category; however intervention occurred and is now showing a steady improvement.
Key Indicator Confidence Score
Purpose: Highlights the confidence scores associated with four key indicator questions. These questions are highly predictive of a new hire turnover event in the first 90 days.
How to Use: Drill more into which specific areas may being causing potential turnover risk.
Example Interpretation: While all scores are low and would be concerning in the below example, you can see that for the blue section the, “My job makes good use of my skills and abilities” is at -3, the lowest possible score. This highlights that evaluating hiring practices, job descriptions, and role fit could potentially lead to reduced turnover.
eNPS
The Employee Net Promoter Score (eNPS) is related to the customer loyalty metric, the Net Promoter Score. The metric is calculated from a question that asks about an employee’s likelihood to recommend the company to friends and family. This is part of the concept of Employee Advocacy.
Guidance for a “good” eNPS varies by industry and by size of company. It is difficult for a very large organization (> 10,000 employees) to get a high score while Technology companies tend to score higher scores than companies in any other industry. Included below is broad guidance across all industries, all countries and all sizes.
| eNPS Assessment | eNPS Score Range |
| Poor (low) | -100 to 0 |
| Fair | 1 to 30 |
| Good | 31 to 50 |
| Great | 51 to 100 |
eNPS Across First 90 Days
Purpose: Measures how likely new hires are to recommend your organization during their first 90 days, providing an early signal of engagement and overall experience.
How to Use: Low eNPS in this stage indicates potential issues in onboarding, culture, or role fit, etc.
Example Interpretation: -75 would be considered an extremely low eNPS. This indicates that there is a severe risk of early turnover in the organization.
eNPS by Survey
Purpose: Measures eNPS score by survey to allow for better understanding of where employee advocacy is breaking down.
How to Use: Tracking eNPS over survey allows you to pinpoint where the employee experience may need improvement.
Example Interpretation: While a quite extreme example is used below this would indicate that the employee experience is incredibly poor at every point in their first 90 days and would suggest that a thorough evaluation of the onboarding should be conducted.
Employee Advocacy
Purpose: Shows average employee responses over time on whether they would recommend your organization to friends and family, highlighting the degree of satisfaction and engagement.
How to Use: Review average scores to see the degree of satisfaction across employees and gauge the relative effort needed to move to a positive position
Example Interpretation: The chart below indicates that at Day 30 and 60, while employees were still detractors, it would be easier to move them into promotors. This may indicate that efforts early on could lead to large improvements. This also shows a sharp drop moving from 60 to 90 days which should be a point of evaluation.
Retention Predictors
We have identified several key criteria that, when maintained, drive employee retention and help minimize employee turnover. The charts below indicate how an organization is performing in these areas, with an aggregate view across all predictors, and a breakdown for individual predictors including the details that it is composed of.
Retention Predictors Overview
Purpose: Shows the average rating for each of the seven key retention topics across each survey.
How to Use: Gives a quick high-level overview of how these metrics are tracking over employees’ first 90 days.
Example Interpretation: Filtering the chart to only the orange (Day 90) we can see that while Team Relationships are positive, Career Development is incredibly low. This gives a quick way to observe areas of potential improvement. In this case, potentially investing in additional training.
Effective Onboarding
Purpose: Shows how effective the onboarding process is.
How to Use: Review the individual constructs that make up the topic for more defined areas of improvement or areas where your org is doing well.
Example Interpretation: As employees’ tenure increases their Employee Enablement & Role Clarity begins at a 3 and decreases to a 2. This could indicate poor role definition.
Organizational Fit
Purpose: Shows how well of a fit the organization is for new employees.
How to Use: Review the individual constructs that make up the topic for more defined areas of improvement or areas where your org is doing well.
Example Interpretation: Turnover intent would be the most concerning metrics in this example. It continuously moves toward 1 indicating that as employees finish onboarding, they are not satisfied with the job.
Job Expectations
Purpose: Measures how closely the actual job aligns with employees’ expectations.
How to Use: Review the individual constructs that make up the topic for more defined areas of improvement or areas where your org is doing well.
Example Interpretation: Job Fit has a steady downward decline indicating that there may either be poor role definition or poor hiring.
Manager Relationships
Purpose: Measures how effective employees feel their managers are.
How to Use: Review the individual constructs that make up the topic for more defined areas of improvement or areas where your org is doing well.
Example Interpretation: In this example, you can see that managers may need to receive coaching on employee recognition.
Compensation and Benefits
Purpose: Measures how attractive the current compensation and benefit packages are to employees.
How to Use: Review the individual constructs that make up the topic for more defined areas of improvement or areas where your org is doing well.
Example Interpretation: Employees find the compensation and benefits generally unremarkable, meaning that a lever for increasing retention could be evaluating total compensation.
Team Relationships
Purpose: Measures how integrated employees feel with their peers.
How to Use: Review the individual constructs that make up the topic for more defined areas of improvement or areas where your org is doing well.
Example Interpretation: Employees generally find mentorship accessible. This is a positive that you would want to continue pushing as a part of your culture
Career Development
Purpose: Measures if employees feel the organization cares about their career growth.
How to Use: Review the individual constructs that make up the topic for more defined areas of improvement or areas where your org is doing well.
Example Interpretation: Employees feeling that the organization cares about their growth steadily decreases, noting that a potential way to increase retention could be investments in career growth development.
Raw Data Extract
Purpose: Gives an anonymized view of employee answers.
How to Use: Get more granular information behind the presented metrics.
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