The people metrics that actually matter
Vanity metrics feel good and change nothing
Headcount growth, total training hours, survey response rates: comforting to report, useless to act on. A metric earns its place only if a bad number would make you do something different.
Before you add a chart, ask what decision it informs. If the answer is none, delete it.
The short list worth tracking
Regretted attrition tells you if the right people are leaving. Time-to-productivity tells you if onboarding works. Internal mobility tells you if people can grow without quitting. Manager effectiveness ties most of the rest together.
Segment before you conclude
A healthy company-wide number can hide a team in crisis. Always slice by team, tenure, and level before you celebrate or panic. The average is where problems go to hide.
More from the blog
Scaling HR without the chaos
Going from 50 to 200 people breaks the informal systems that used to work. Here is how to add structure without adding bureaucracy.
Keeping people data safe as you grow
HR holds the most sensitive data in the company. As the team scales, good intentions stop being enough. Here is what to lock down first.
Onboarding that sticks: the first 90 days
The first three months decide whether a hire thrives or quietly checks out. Here is the framework we use to make week one feel effortless.
Put these ideas to work
Arcane Desk gives your team the structure to hire, onboard, and grow without the busywork.