How to use it
Start with the decision your organisation needs to make. Select a measure only if it helps answer that question, define it consistently and agree who will interpret and act on the result.
Five fields for every metric
1. Management question
What decision or risk should this measure help the organisation understand?
2. Definition
What exactly is counted, excluded and compared?
3. Source and frequency
Where does the data come from, and how often is it reliable enough to review?
4. Owner
Who validates, interprets and explains the result?
5. Action
What discussion, threshold or follow-up could the measure trigger?
Context
Which seasonal, operational or workforce factors could change the interpretation?
Starter worksheet
| Question | Metric and definition | Source / owner | Action |
|---|---|---|---|
| What do we need to understand? | Write the exact formula and exclusions. | System, frequency and accountable person. | What happens if the result changes? |
Example: voluntary turnover
The metric becomes useful only after the organisation agrees what “voluntary”, “average headcount” and the reporting period mean. A rising percentage should trigger questions about role, location, tenure and cause—not an automatic conclusion.