People-to-Profit Scorecard

How well do your people practices protect your profit? Answer 10 questions for an honest snapshot. No right answers, just your current reality.

1. 1. Turnover tracking. Do you know your annual turnover rate and what it costs you?

   We know the rate and the dollar costWe know the rate but not the costWe have a rough ideaWe don't track it
2. 2. Onboarding. What happens in a new hire's first 90 days?

   A structured plan with check-ins at 30, 60 and 90 daysA planned first week, then it's up to the managerPaperwork and a quick tourNothing consistent
3. 3. Manager quality. How do you prepare and support your managers?

   Ongoing training plus regular feedback on how they leadSome training when they're promotedOccasional, as issues come upThey learn on the job
4. 4. One-on-ones. How often do managers meet one-on-one with their people?

   Every week or two, on most teamsMonthlyOnly at review timeRarely or never
5. 5. Safety and injury. How do you handle safety and workplace injuries?

   We track incidents and near-misses, review causes and know the costWe track incidents but don't review the costWe respond when something happensNo formal process
6. 6. Benefits cost. How well do you understand what you spend on benefits?

   We know cost per employee, what drives it, and review it every yearWe know the total but not what's driving itWe mostly accept the renewal numberWe don't really know
7. 7. Benefits communication. Do employees understand and use their benefits?

   Yes. We explain them year-round in plain languageWe explain them well at open enrollmentWe send the plan documentsMost employees probably don't understand them
8. 8. Pay. How do you set and review pay?

   We compare to market data at least once a year and have clear rangesWe check the market sometimesMostly case by caseWe change pay only when someone threatens to leave
9. 9. Engagement. How do you hear how employees really feel?

   Regular surveys or pulse checks, and we act on the resultsAn annual surveyExit interviews onlyWe don't ask
10. 10. Measurement. Does leadership see people metrics next to financial results?

    Yes. People metrics are part of regular financial reviewsSometimes, in a separate HR reportOnly when there's a problemNo