The People Analytics Playbook: 25+ Metrics Every Leader Needs in 2026

Tips & Guides Series

By Mark A. Lema, MHR, SPHR, SHRM-SCP.

In the fast-paced world of modern organizations, one truth remains constant: you can’t improve what you don’t measure.

Today’s HR and people leaders face unprecedented complexity, balancing attraction, retention, engagement, well-being, productivity, and business performance amid hybrid work, rapid technological change, and evolving employee expectations. Without clear, reliable metrics, decisions become guesses, strategies lose direction, and small issues quietly turn into costly problems.

Metrics are your compass. They reveal where your organization stands, whether turnover is eroding knowledge, engagement is slipping, safety incidents are rising, onboarding is failing, or productivity gains are real or imagined. More importantly, metrics show where you need to go, transforming vague concerns into concrete, actionable insights.

Data is knowledge. Knowledge is power!

The organizations that will thrive in 2026 and beyond won’t simply have the most talent; they’ll understand their talent best and use that insight to make smarter, faster decisions.

Artificial intelligence doesn’t replace strategy; it amplifies it. AI is only as effective as the data it receives. Poor data yields shallow insights; disciplined, accurate people metrics turn AI into a strategic engine that predicts risk, identifies burnout, models training ROI, and forecasts workforce outcomes.

Think of AI as the engine. Data is the fuel.

The future of HR leadership lies in combining human judgment with intelligent analytics, using data to lead with clarity, confidence, and measurable impact.

Here is my list of metrics every HR should be able to track.

1. Recruitment & Talent Acquisition

Metric	Formula	Organizational Health Insight
Time to Fill / Time to Hire	Avg. days from posting/requisition to offer acceptance	Long times signal inefficiencies, talent shortages, or weak employer brand → strains teams & productivity
Cost per Hire	(Internal + external recruiting costs) / # of hires	High costs indicate wasteful processes or high turnover; optimized = efficient resource use
Offer Acceptance Rate	(# accepted offers / # extended) × 100	High = strong brand/comp offers; low = uncompetitive or poor experience
90-Day Quit Rate (Early Turnover)	(# new hires leaving in 90 days / # new hires) × 100	High = poor fit/onboarding; wastes recruitment spend & hurts morale

2. Retention & Turnover

Metric	Formula	Organizational Health Insight
Employee Turnover Rate	(# separations / Avg. # employees) × 100 (segment voluntary/involuntary)	High = culture/pay/growth issues, high costs, knowledge loss; low = stability & loyalty
Retention Rate	(# employees at end who started period / # at start) × 100	High = positive environment & development; reduces replacement costs
Voluntary Turnover Rate	(Voluntary departures / Avg. # employees) × 100	Pinpoints dissatisfaction drivers (e.g., leadership, balance)

3. Engagement & Satisfaction

Metric	Formula	Organizational Health Insight
Employee Satisfaction Score / ESI	Avg. survey score (often 0-100 via index: [(Q1+Q2+Q3 means)/3] × 10)	Low = morale dips → predicts turnover/absenteeism; high = motivation & innovation
Employee Engagement Index / Score	Avg. across engagement factors (commitment, effort) or eNPS (% Promoters – % Detractors)	High = discretionary effort, productivity, loyalty; low = disengagement risks
Benefits Satisfaction	Avg. survey score or % positive on benefits relevance/value	High = aligned rewards support well-being/retention; low = mismatched offerings

4. Well-Being, Safety & Attendance

Metric	Formula	Organizational Health Insight
Absenteeism Rate	(Total unplanned absent days / Total scheduled days) × 100	High = stress/burnout/health issues; impacts productivity & morale
Absence Cost	(Avg. daily pay × absent days) + indirect (overtime, lost output); often 1.5-2x wage cost	Quantifies financial drain; high justifies wellness investments
PTO/Vacation Utilization Rate	(Days taken / Days available) × 100	High (80-100%) = healthy balance/prevents burnout; low = fear/overwork culture
Total Recordable Incident Rate (TRIR)	(# recordable injuries × 200,000) / Total hours worked	Low = strong safety culture/training; high = risks, costs, morale hits

5. Performance, Productivity & Leadership

Metric	Formula	Organizational Health Insight
Employee Productivity Rate	Revenue/units / Avg. employees or hours (e.g., Revenue per Employee)	Rising = efficiency/motivation; declining = overload/ineffective tools
Manager Effectiveness Index	Avg. survey/360 score on leadership competencies	Strong managers drive team engagement/retention; weak = turnover spikes

6. Training, Development & ROI

Metric	Formula	Organizational Health Insight
Training ROI	[(Benefits – Costs) / Costs] × 100 (benefits = productivity gains, reduced errors, etc.)	Positive/high = justified L&D spend; low = ineffective programs
Training Completion Rate	(# completing / # enrolled) × 100	High = commitment to growth; enhances skills/adaptability

These metrics are more than a dashboard; they’re your roadmap to a healthier, higher-performing organization. Use them to catch issues early, celebrate progress, justify bold initiatives, and prove the undeniable link between people and performance. The difference between good HR and great HR leadership isn’t having the data; it’s relentlessly using it to create momentum. Start small if you must, but start now, because every metric you track today is a step toward a stronger, more resilient tomorrow.

Insights