Our leadership scorecard is completely green, but our team is completely burned out and employee turnover is starting to spike. How can we have healthy weekly numbers while our organizational culture is collapsing?

Question

Tyler Smith · Accepted Answer

A completely green Scorecard alongside high employee turnover means you are measuring the wrong things. You are tracking the output of the machine but ignoring the wear and tear on the engine. If your team is working eighty hours a week to hit their delivery targets, your operational metrics will look spectacular right up until the moment your best people walk out the door. Your leadership team must introduce human resource leading indicators to balance your operational and financial metrics. You cannot manage a healthy business solely on productivity data. You must track team capacity and sentiment before it results in a resignation. Start by adding a weekly metric for employee pulse or stress levels. This can be as simple as a weekly survey score or a metric tracking average overtime hours worked per employee. If your target is forty five hours and the average is sixty, that metric is red, even if your production numbers are green. You should also track the percentage of key seats filled on your Accountability Chart. If you are running lean and open seats remain vacant for months, you are shifting that burden onto your remaining team. Tracking days to fill open positions on your weekly Scorecard forces the team to prioritize recruitment. Do not let a green Scorecard blind you to cultural rot. If people are leaving, your current success is unsustainable. Use your Level 10 Meeting to IDS the turnover issue immediately. Your team is your most valuable asset, and if they are burning out, your Scorecard is failing to give you the true pulse of the business.