We wrap up the performance metrics you need to track to support your people.
Employee performance can be the difference that helps an organisation thrive.
Organisations using structured performance-management practices not only see up to 38% higher productivity, but employees under systematic performance management are far more likely to meet their job objectives.
That’s because employees with clear metrics know clearly what they are doing well and where they can improve.
We’ll break down the key employee performance metrics you need to track, explain why they matter, and show you how to use them to create a successful workplace.
Whether you’re figuring out which metrics to measure or looking to refine your strategy, these insights will help you take your team performance to the next level.
You’ll learn:
- What employee performance metrics are
- What are the benefits of employee performance metrics
- How to pick the right employee performance metrics
- How to measure employee performance metrics
- 27 employee metrics you need to track
Let’s get started.
What are employee performance metrics?
Employee performance metrics are the numbers, measurements and data points that show how well your team is doing and where they can improve.
Metrics track everything from productivity and efficiency to quality of work, engagement and how quickly someone learns new skills.
They turn vague ideas like “we need to improve” into clear, actionable insights and give you a real picture of performance across your team.
What are the benefits of employee performance metrics?
When you use employee performance metrics the right way, everything just clicks.
Expectations become crystal clear, goals line up across the board, and suddenly your team starts pushing in the same direction.
That kind of clarity doesn’t just boost morale, it drives improved productivity in a way that feels natural, not forced.
And with data in hand, you make smarter calls. That includes making decisions on promotions, rewards and resource allocation that feel fair and rooted in facts.
It’s less about gut feelings and means better decision-making.
Plus, these metrics shine a light on where things are weak – think skills gaps, training needs and performance issues.
Spotting these early helps your people grow, which benefits the whole company in the long run.
Performance metrics cut down your costly turnover and help you build smarter and stronger teams with real, measurable growth.
Related: 15 tips for developing your employees
How to pick the right employee performance metrics
A metric only matters if it can be tracked consistently and actually tells you something.
Numbers like task completion rate or revenue per employee show exactly where your team stands. But tracking for tracking’s sake is useless. An error count only matters if it points to training needs or process fixes.
Every metric should tie directly to your business goals. Focus on what moves the needle, not what looks good on a report.
For example, a support team should track resolution rates and response times, rather than how many tickets they touched. Quality beats quantity when it comes to customer satisfaction.
And remember, too many metrics dilute focus, so keep it tight and meaningful.
How to measure employee performance metrics
The right tools and software make measurement straightforward and accurate.
Measuring employee performance is clearer when using structured tools.
Platforms such as Totara Perform enable organisations to track progress against defined goals, including tasks completed, competencies developed, or milestones achieved.
Different metrics may require different review schedules; some suit weekly check-ins, while others are better evaluated quarterly.
Combining quantitative data with qualitative insight gives a fuller picture: numbers show what has been achieved, while manager feedback, peer input, and check-ins reveal how the work was carried out and highlight areas for development.
This approach supports fair, consistent, and actionable performance management.
27 employee performance metrics you need to track
Here are key employee engagement metrics to track, why they’re important, and how to measure them:
- Objective management
- Goal achievement rate
- Time since last promotion
- Task completion rate and prioritisation
- Errors made
- Number of units produced
- Number of sales
- Active leads
- Conversion rate
- Revenue per employee
- Quality of work
- Manager appraisals
- 360-degree / 180-degree feedback
- Rate of return
- Net Promoter Score (NPS)
- Customer satisfaction score (CSAT)
- Work efficiency
- Task completion time
- Cost per task
- Profit per employee
- Human Capital ROI
- Response time
- Cost per acquisition
- Engagement scores
- Teamwork and collaboration
- Learning and development participation
- Absenteeism
Let’s look at each of these in more detail.
1. Objective management
Objective management tracks how well employees achieve their goals, from broad company targets to specific individual objectives.
It gives employees a sense of ownership while connecting their performance to overall organisational success.
This metric helps leaders see who excels and who might need extra support. It’s also a strong driver of accountability, as it sets clear benchmarks for success regardless of role or hierarchy.
Measure it by tracking how effectively employees achieve assigned goals, whether ongoing, project-based, or time-bound.
2. Goal achievement rate
Goal achievement rate measures the percentage of individual or team goals completed within a set timeframe.
It shows how effectively employees meet targets and stay focused on priorities. This metric provides a direct view of performance and accountability, making it actionable and measurable.
Track it by calculating the percentage of assigned goals an employee completes during a specific period.
3. Time since last promotion
Time since last promotion measures how long it has been since an employee’s most recent advancement.
While it may not be relevant for newer employees, it’s useful for spotting development opportunities, planning succession, and identifying career progression gaps.
Keeping track of this metric helps organisations understand what employees need to grow and plan future promotions effectively.
4. Task completion rate and prioritisation
Task completion and prioritisation show how well employees get work done and focus on what matters most.
A task tracker provides visibility into what’s being completed, what’s slipping, and whether priorities are being handled correctly.
And whilst, 98.2% of people struggle with prioritisation, this isn’t something you can leave to chance.
Measuring these metrics helps improve productivity, prevent bottlenecks, and highlight strong time-management skills.
5. Errors made
While this metric may feel negative, it provides valuable insight.
Tracking mistakes, such as defects, coding errors, or service issues, helps identify where employees need extra training or support.
You can measure this by
- Defining what counts as an error
- Record errors consistently
- Calculate an error rate
And you can also categorise them into type and severity.
Measuring errors highlights areas for improvement, reduces costly mistakes, and improves overall work quality.
6. Number of ‘units’ produced
When the quantity of a task or product matters, tracking the number of units produced shows how productive employees are.
This can be measured by the volume of output an employee completes within a set period.
Monitoring this metric helps ensure production targets or workload expectations are met and highlights areas where efficiency could be improved.
7. Number of sales
For sales employees, tracking the number of sales is a simple yet powerful metric.
Measure it by recording the total sales made by an employee over a defined period.
This metric directly reflects an employee’s contribution to revenue and overall business success, making it a key indicator for performance and growth.
8. Active leads
Tracking active leads shows how well employees manage potential clients and predicts future revenue. Use your CRM to log leads, track progress, and monitor conversions.
Measuring this helps optimise sales strategies, support employees, and forecast business growth.
9. Conversion rate
Conversion rate measures the percentage of leads that turn into paying customers.
This metric highlights how effective employees are at closing deals and generating new business.
Tracking conversion rates provides insight into sales performance, helping identify top performers and areas where coaching or support may be needed.
10. Revenue per employee
Revenue per employee calculates the average income generated by each team member over a set period.
It’s a straightforward way to assess productivity and financial contribution.
Measuring this metric helps organisations understand which roles drive results and where additional support or resources could boost performance.
11. Quality of work
Quality of work measures the accuracy, consistency, and overall standard of an employee’s output.
High-quality work reduces errors, improves client satisfaction, and maintains organisational standards.
Tracking this metric helps recognise employees who consistently deliver excellence and highlights areas where training or process improvements are needed.
12. Manager appraisals
Manager appraisals are performance evaluations conducted by supervisors using review scores, goal assessments, or frameworks like the 9-box grid.
These appraisals provide insight into an employee’s strengths, areas for development, and overall contribution to team and company objectives.
Regular appraisals also guide career growth and support structured feedback.
13. 360-degree / 180-degree feedback
360 or 180-degree feedback gathers input from peers, managers, and sometimes clients to evaluate performance and workplace behaviour.
This approach provides a well-rounded perspective, highlighting strengths, blind spots, and opportunities for development. It ensures feedback isn’t one-sided and supports a balanced view of an employee’s impact.
Related: Why giving feedback is crucial for effective learning
14. Rate of return
Rate of return tracks the number of products returned or complaints linked to an employee’s work.
This metric identifies quality issues and areas where processes may need improvement. Monitoring returns and complaints helps reduce costly mistakes, improve workflows, and maintain high standards for both employees and customers.
15. Net Promoter Score (NPS)
Net Promoter Score measures how likely clients are to recommend an employee’s service or the company.
This metric reflects the quality of service, customer experience, and the impact an employee has on client loyalty. High NPS scores indicate strong relationships and excellent service, while lower scores highlight areas where improvements are needed.
Tracking NPS provides actionable insight into performance and directly links employee contributions to business outcomes.
16. Customer satisfaction score (CSAT)
CSAT captures customer satisfaction with a product, service, or interaction.
It provides immediate feedback on service quality and employee effectiveness. Tracking CSAT helps identify strengths, uncover areas for improvement, and ensure customers are happy with their experience.
Related: What is customer training and why you should invest in it
17. Work efficiency
Work efficiency measures output relative to the resources used, such as time, materials, or effort.
This metric identifies employees who deliver maximum value with minimal waste and highlights opportunities to optimise workflows and processes.
18. Task completion time
Task completion time tracks the average time an employee takes to finish tasks while maintaining quality.
It helps evaluate productivity, time management, and workflow effectiveness, ensuring deadlines are met without sacrificing standards.
19. Cost per task
Cost per task calculates the financial resources required to complete a task.
Tracking this metric helps optimise resource allocation, reduce waste, and improve overall profitability.
20. Profit per employee
Profit per employee measures the average profit generated by each team member.
This goes beyond revenue, showing the real impact employees have on the company’s bottom line and highlighting high contributors.
21. Human Capital ROI
Human Capital ROI measures the return on investment in employee costs, including salaries, benefits, and training.
It shows whether the organisation is getting sufficient value from its workforce and helps guide strategic investment in talent.
22. Response time
Response time tracks how quickly an employee addresses requests or enquiries.
Faster responses improve customer experience, boost operational efficiency, and reflect positively on employee performance.
23. Cost per acquisition
Cost per acquisition measures the expense of gaining a new customer.
This metric evaluates sales and marketing efficiency and links individual performance to profitability, helping teams focus on cost-effective growth.
24. Engagement scores
Engagement scores assess employee commitment, enthusiasm, and participation in their work.
Engaged employees are more productive, stay longer, and positively influence company culture, making this a key metric for retention and performance.
Related: What is learning engagement and how to measure in the workplace
25. Teamwork and collaboration
This metric evaluates communication, cooperation, and willingness to support colleagues.
Strong collaboration improves team performance, problem-solving, and organisational outcomes, creating a more cohesive and effective workplace.
Related: Teamwork with social learning
26. Learning and development participation
Tracks involvement in training programmes and the application of new skills. This encourages continuous growth, innovation, and long-term competitiveness.
27. Absenteeism
Absenteeism measures the average number of days employees are absent, excluding approved leave.
Frequent absences can indicate disengagement or workload issues and may impact team productivity and morale, making this an important metric to monitor.
Measure what matters
Performance metrics aren’t just numbers; they are your roadmap to success.
When your team knows what is working and what is not, they hit targets faster, stay motivated, and get more done.
Tracking performance the right way shows you exactly where to step in and make an impact.
Curious how it works in real life? Find out how our LMS lets you track employee performance, set clear goals and create learning experiences that actually drive results.
We wrap up how you can create more tangible learning experiences and boost skill development. Book a demo of our platform to see how.