Statistics You Need to Share With Your Leaders

Statistics You Need to Share With Your Leaders

Leaders don’t need more dashboards. They need clear signals. The right HR metrics make problems visible early—before they become expensive.

Here are the stats worth sharing regularly.

1) Turnover and retention

Turnover isn’t just a number—it’s a cost, a culture signal, and a leadership indicator.

Share:

• Voluntary vs. involuntary turnover

• Turnover by team/manager

• 90-day turnover (new hire retention)

2) Time-to-hire and hiring pipeline health

If hiring is slow, growth slows. If hiring quality drops, performance suffers.

Share:

• Time-to-fill by role

• Offer acceptance rate

• Candidates per stage (application → screen → interview → offer)

3) Absence and attendance patterns

Attendance trends can flag burnout, engagement issues, or operational risk.

Share:

• Unplanned absences by department

• Patterns over time (seasonality, workload peaks)

4) Performance distribution

Leaders need to know if performance is improving, stable, or slipping.

Share:

• Goal completion rates

• Performance ratings distribution (if used)

• Promotion readiness (bench strength)

5) Engagement signals (simple and consistent)

Engagement surveys can be powerful if used well.

Share:

• 3–5 core questions tracked quarterly

• Participation rate

• Top 2 strengths + top 2 risks

How to present metrics so leaders actually use them

• Lead with insight, not charts: “Turnover rose in Team A after schedule changes.”

• Include a recommended action: “Two fixes we can test next month…”

• Keep it consistent: monthly or quarterly cadence.

Final thought

The best HR reporting answers: What’s happening, why it matters, and what we should do next.

Resource Bridge Consulting can build a simple people-metrics dashboard and reporting cadence leaders will actually use.