16 key points that provide clarity

If you want to lead effectively, you need to measure human dynamics just as precisely as you do financial metrics. After all, it is people who drive positive results.

Away from:

  • “How are we doing today?”

To:

  • “This is where we’re losing power.”
  • “The risk of employee turnover is increasing here.”
  • “We’re wasting resources here.”
  • “It’s really worth the effort here.”

Not: Is everyone happy?

Instead: What holds us back? What slows us down? What does it cost? What is about to tip over?

Here are the 16 waypoints that mark the end of the blind navigation flight:

1. Retention / Employee Retention

⦿ indicates the extent to which employees are committed to the company.

➤ Management benefit: You can identify turnover risks earlier and take targeted action to address them before costs arise.

2. Attractiveness as an employer

⦿ This not only shows the extent to which employers' offerings are being taken up, but also what primarily drives this appeal: emotional, financial, or growth-related factors.

➤ Management benefit: You can build on your strengths in a targeted way and attract new talent.

3. Key Selling Points and Strengths of the Employer

⦿ lists the 3 factors that employees find particularly positive.

➤ Management benefit: You have compelling arguments for recruiting and communication and can use them strategically.

4. eNPS (Net Promoter Score)

⦿ indicates whether employees would recommend the company as an employer.

➤ Management benefit: You gain a clear indicator of employee loyalty and the company’s external employer brand appeal.

5. Employer Indicator

⦿ reflects the overall strength of the employer brand.

➤ Management benefit: You have a clear metric that allows you to track overall performance and determine whether you are gaining or losing ground as an employer.

6. Degree of fulfillment of the psychological contract

⦿ The contrast between expectations and actual outcomes becomes clear.

➤ Management benefit: You can clearly see where there are "gaps" between expectations and reality.

7. Areas of development with high leverage

⦿ A combination of high expectations and low levels of fulfillment is identified.

➤ Management advantage: You prioritize and allocate resources specifically where they have the greatest impact.

8. Engagement vs. Satisfaction

⦿ A nuanced comparison of mere contentment and an active enthusiasm for achievement.

➤ Management benefit: You can identify where there is merely complacent passivity (the "hammock syndrome") and where there is genuine motivation, initiative, and dedication.

9. Guiding Principles / Team Guidelines (3 Levels)

⦿ Emotional, rational, and growth-oriented factors come to light.

➤ Management benefit: You can tailor your leadership style, communication, and actions to each team’s specific profile.

10. Differences between departments / divisions

⦿ All results can be filtered by department and compared.

➤ Management benefit: You can identify key areas and best practices, make precise adjustments, and avoid one-size-fits-all solutions.

11. OnBoardIndex (ONI)

⦿ shows how quickly and smoothly new employees are integrated into existing teams and become productive.

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

12. OffBoardIndex (OFI)

⦿ reveals why employees really quit.

➤ Management benefit: You’ll understand where employee turnover occurs, what patterns underlie it, and where you can take targeted action to prevent it before more top performers leave.

13. Transition Gap Index (TGI)

⦿ Shows whether your company is gaining or losing value overall.

➤ Management benefit: You can determine whether new hires are offsetting the loss caused by departing employees, or whether turnover is leading to a loss of knowledge, performance, and stability.

14. Risk of early turnover

⦿ indicates whether new employees are already showing signs of uncertainty, a lack of integration, or low commitment in the early stages.

➤ Management benefit: You can identify critical patterns before successful hires turn into costly early departures.

15. Fit between the individual, the role, the team, and the work environment

⦿ The profiling dashboard uses traffic light colors to indicate whether an applicant is a "match" or not.

➤ Management benefit: You save time on recruitment, make data-driven decisions, and avoid hiring the wrong people.

16. Early warning signs of burnout, sick leave, and employee turnover

⦿ The Care Heatmap identifies risks before performance and stability begin to decline.

➤ Management benefit: You can take proactive measures, act on early warning signs, and avoid costly consequences.