In the startup world, it’s important to be up on the latest and greatest. (Think, “big data” and wearables.) But, be careful that you don’t neglect the tried and tested: Let’s talk turnover.
I see eyes glazing over already. When you only have 60 employees (and even more so, when you only have 10 employees) you may think that you know not only every employee’s name, but their favored pizza toppings and whether they have a significant other. You don’t need a percent or ratio to tell you about turnover–you know where every employee who left went.
Except you’re wrong. You need numbers. It’s precisely because you do know these people inside and out that you need cold, hard numbers. Numbers that don’t have a face to them.
To keep reading, click here; The Employee Data You Should Be Tracking
3 thoughts on “The Employee Data You Should Be Tracking”
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Yes, gather the information and then actually do something with it. That’s my chief complaint with most employers. They do exit interviews and some people are actually honest in them but then nothing is don’t about the micromanaging twit or jerk boss.
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