16 measurement points that create clarity

If you want to manage effectively, you measure human dynamics just as precisely as economic key figures. After all, it is people who drive positive metrics.

Away from:

  • “How are we doing today?”

Towards:

  • "This is where we lose performance."
  • "This is where the risk of fluctuation increases."
  • "This is where we burn resources."
  • "This is where effort truly pays off."

Not: Is everyone satisfied?

Instead: What binds? What slows down? What costs? What is about to break?

Here are the 16 measurement points that put an end to flying blind in leadership:

1. Retention power / Employee retention

⦿ indicates how strongly employees are anchored in the company.

➤ Management advantage: You can identify turnover risks earlier and take targeted countermeasures before costs arise.

2. Attractiveness as an employer

⦿ shows not only how strongly the employer offering is perceived, but also what primarily creates this attractiveness: through emotional, calculative, or growth factors.

➤ Management advantage: You can specifically expand your strengths and win over new talent.

3. Top arguments and employer strengths

⦿ lists the 3 factors that employees experience particularly positively.

➤ Management advantage: You have authentic arguments for recruiting and communication and can use them strategically.

4. eNPS (willingness to recommend)

⦿ shows whether employees recommend the company as an employer.

➤ Management advantage: You receive a clear indicator of loyalty and outward-facing employer attractiveness.

5. Employer Indicator

⦿ maps the overall strength of the employer brand.

➤ Management advantage: You have a clear metric to monitor overall development and see whether you are gaining or losing strength as an employer.

6. Degree of fulfillment of the psychological contract

⦿ Expectations vs. experienced fulfillment become visible in detail.

➤ Management advantage: You see specifically where "gaps" exist between expectations and reality.

7. Development areas with high leverage

⦿ Identifies the combination of high expectations and low fulfillment levels.

➤ Management benefit: You prioritize and deploy resources precisely where they have the greatest impact.

8. Engagement vs. satisfaction

⦿ Differentiated comparison between mere satisfaction and active enthusiasm for performance.

➤ Management benefit: You recognize where there is only comfortable passivity (hammock syndrome) and where true motivation, initiative, and commitment exist.

9. Core motives / team orientations (3 levels)

⦿ Emotional, calculative, and growth-oriented factors become visible.

➤ Management benefit: You can tailor leadership, communication, and measures to the specific profile of your teams.

10. Differences between departments / areas

⦿ All results can be filtered and compared by department.

➤ Management benefit: You identify hotspots and best practices, steer precisely, and avoid "one-size-fits-all" measures.

11. OnBoardIndex (ONI)

⦿ Shows how quickly and steadily new employees are integrated into existing teams and become productive.

➤ Management benefit: You can systematically improve your onboarding processes, thereby shortening time-to-productivity and preventing early turnover.

12. OffBoardIndex (OFI)

⦿ Reveals why employees are really leaving.

➤ Management benefit: You understand where turnover originates, what patterns lie behind it, and where you can take targeted counteractive measures before further key talent leaves.

13. TransitionGapIndex (TGI)

⦿ Makes it visible whether your company is gaining or losing substance overall.

➤ Management benefit: You can see whether new employees compensate for the loss of departing staff or whether knowledge, performance, and stability are being lost due to turnover.

14. Early turnover risk

⦿ Shows whether new employees are already displaying signs of uncertainty, lack of integration, or low commitment in the early phase.

➤ Management benefit: You identify critical patterns before recruitment successes turn into costly early departures.

15. Fit between person, role, team, and working environment

⯿ The profiling dashboard uses a traffic light system to show whether an applicant is a “match” or not.

➢ Management advantage: You save time in recruiting, make data-driven decisions, and avoid bad hires.

16. Early indicators for quiet quitting, sick leave, and employee turnover

⯿ The care heatmap makes risks visible before performance and stability drop.

➢ Management advantage: You can take proactive countermeasures, make use of early warning signals, and avoid costly consequences.