How to Use Metrics to Track and Improve Retention
A Data-Driven Guide to Keeping Your Best People
Retention isn’t just about keeping employees happy—it’s about understanding why they stay or leave and using data to take action.
If you’re only tracking turnover rates, you’re missing the full picture. The key to retention isn’t guessing—it’s measuring. But which metrics actually matter?
Let’s break down the most impactful retention KPIs and how to use them to predict, prevent, and improve employee retention.
1️⃣ Turnover Rate—The Big Picture
Tracking how many people leave is the first step, but turnover alone doesn’t tell you why they’re leaving.
🎯 How to Use It:
Calculate it: (Employees who left ÷ Average total employees) x 100
Segment the data—is turnover higher in certain teams, roles, or locations?
Compare voluntary vs. involuntary turnover. Are people leaving on their own, or are they being let go?
💡 Action Tip: If high performers are leaving more than low performers, it’s a sign your retention strategy is failing.
2️⃣ Employee Net Promoter Score (eNPS)—How Engaged Are They?
Would your employees recommend working at your company? eNPS is a leading indicator of retention issues before people quit.
🎯 How to Use It:
Ask one simple question: “How likely are you to recommend this company as a great place to work?” (Scale of 0-10)
Track changes over time—if scores are dropping, dissatisfaction is growing.
Compare by department. A low eNPS in one area signals team-specific leadership or culture issues.
💡 Action Tip: Follow up eNPS surveys with stay interviews to dig deeper into concerns.
3️⃣ Time to Productivity—Are New Hires Sticking?
If employees take too long to ramp up or quit early, you have a retention problem at onboarding.
🎯 How to Use It:
Measure how long it takes for new hires to reach full productivity.
Compare against industry benchmarks—are your competitors onboarding faster?
Identify roadblocks in training, role clarity, or leadership support.
💡 Action Tip: If new hires struggle to integrate, your onboarding process needs work.
4️⃣ Internal Mobility—Are Employees Growing or Going?
People don’t just leave bad jobs—they leave dead-end jobs.
🎯 How to Use It:
Track how often employees get promoted or move laterally.
Compare internal promotions vs. external hires—are you growing talent from within?
Correlate with exit interviews—are people leaving due to lack of growth?
💡 Action Tip: If internal movement is low, create clear career paths and mentorship programs.
5️⃣ Stay Rate—Who Stays, and Why?
Retention isn’t just about who leaves—it’s about who stays.
🎯 How to Use It:
Identify your longest-tenured employees—what keeps them engaged?
Compare high-performers vs. low-performers.
Correlate with leadership styles, team culture, and workload balance.
💡 Action Tip: If only low performers stay, your best people are finding better opportunities elsewhere.
Final Thoughts
Retention isn’t guesswork—it’s data-driven strategy. By tracking the right metrics, you can predict problems before they happen and build an environment where people want to stay.
💡 Which retention metric has been most useful for you? Let’s discuss in the comments!
