The HR Metrics That Matter in 2025
Stephanie Adams, SPHR
"The HR Consultant for HR Pros" | LinkedIn Top Voice | Excel for HR | AI for HR | HR Analytics | Workday Payroll | ADP WFN | Process Optimization Specialist
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As HR professionals, we’re no strangers to tracking metrics. Turnover rates, time-to-hire, employee engagement—it’s all part of our daily grind.
But here’s the kicker: in 2025, it’s not just about tracking data; it’s about analyzing it in new ways to uncover trends, anticipate challenges, and drive real impact.
Today, we’ll explore the top five HR metrics every team should track this year. For each, I’ll provide simple instructions on how to calculate it and key tips to ensure you’re getting actionable insights. Let’s get started!
The Top 5 HR Metrics to Track in 2025
1. Turnover Rate (With a Twist)
How to calculate: Divide the number of employee departures by the total number of employees, then multiply by 100 to get the percentage.
What to focus on in 2025: Turnover isn’t always a bad thing. Start distinguishing between “good” turnover (low performers or those who’ve outgrown their roles) and “bad” turnover (top performers who take institutional knowledge with them). Use exit interviews and stay interviews to identify patterns, and develop retention strategies specifically for high performers.
2. Time-to-Fill Roles (Tied to Role Criticality)
How to calculate: Measure the time from the date a job requisition is opened to the date the role is filled.
What to focus on in 2025: Go beyond the average number of days. Break it down by role criticality—how long does it take to fill your top-priority positions versus less impactful ones? A high time-to-fill for critical roles could signal inefficiencies in your sourcing strategy or a lack of competitive compensation.
3. Employee Engagement Index (Drill Down into Teams)
How to calculate: Use survey responses to questions about job satisfaction, motivation, and alignment with company values to calculate an overall engagement score.
What to focus on in 2025: Instead of just looking at company-wide engagement, focus on team-level data. Which departments are thriving? Which managers consistently have disengaged employees? This approach makes it easier to pinpoint where interventions are needed.
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4. Absenteeism Rate (Spot Patterns, Drive Solutions)
How to calculate: Divide the total number of workdays missed by employees by the total available workdays, then multiply by 100 to get the percentage.
What to focus on in 2025: Don’t just measure how often employees are absent; look for patterns. Are certain teams or departments showing higher absenteeism? Is there a spike on specific days, like Mondays or Fridays?
High absenteeism rates in certain areas could signal burnout, low engagement, or even issues with leadership. Use this data to implement targeted solutions like flexible work options, wellness programs, or improved scheduling.
5. Training ROI (Show the Value)
How to calculate: Divide the benefits of training (e.g., revenue increase, productivity gains) by the total cost of training, then multiply by 100.
What to focus on in 2025: Stop treating training as a checkbox. Assess the ROI of specific programs. Which ones directly contribute to improved performance or innovation? For example, track the productivity of teams after they’ve attended workshops on AI tools to determine the true impact of your learning initiatives.
"I used to think tracking turnover was enough—until I lost three high performers in a month."
Tracking HR metrics in 2025 is about more than crunching numbers—it’s about interpreting data with a sharper lens.
These five metrics will give you a strong foundation, but the key lies in looking beyond the surface and asking the tough questions: Are we tracking the right outcomes? And are we taking action based on what we find?
The future of HR belongs to those who can blend metrics with strategy.
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For detailed, step-by-step instructions on calculating attrition rates—including a sample Excel spreadsheet and graph—be sure to check out the extended version of this newsletter. Want to dive in? Access it now! [CLICK HERE]
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I agree that numbers don’t lie as long as what is being tracked is accurate from onset. Metrics is as strong as the input of the data. If the systems are not being used correctly, or to its fullest capacity, then the story is muddy and oftentimes require manual intervention, which defeats the purpose. I’ve worked for organizations that had the best systems (e.g. core HR system a/or ATS), but didn’t capture relevant (or enough) information that could produce the desired outcome, resulting in “fine tuning” the data. So, to ensure your story is being told as desired, it’s important to ensure that systems integrate with other appropriate platforms, and the information entered is relevant and accurate; especially in this new world of AI. Thanks for starting the conversation, Stephanie!
Contract-Based Tech Staffing for IT Services and Product Companies | Business Development Manager at Verve Square Technologies
1 个月Absolutely! It’s about going beyond the numbers and finding the stories they tell! Turning metrics into meaningful insights is key to driving impactful HR strategies in 2025! ??
HR Innovator | AI Advocate | Educator & Awareness Driver | Championing Sustainability, Development, and Technology-Driven Growth
1 个月The 'good vs. bad turnover' twist is a new learning Thanks for sharing Stephanie Adams, SPHR
HR & Benefits Support Specialist - Building Tools to Simplify Leave Management & Enhance Wellness
1 个月Insightful breakdown of 2025 HR metrics! Exciting to see how data can drive strategic impact in HR.?
CEO @ Fig Learning | L&D is not a cost, it’s a strategic driver of business success.
1 个月Tracking is just the start, analyzing is where you find the value Stephanie.