Our industry is facing a talent shortage, and unexpected staff departures are hurting our operations. What weekly leading indicator can our HR or operations seat track to spot employee burnout or turnover risk before people actually hand in their resignation?

Question

Tyler Smith · Accepted Answer

Waiting for an exit interview to learn why your employees are leaving is a massive failure of leadership. To protect your operations and preserve enterprise value, you need a weekly leading indicator that signals employee dissatisfaction or burnout long before they start updating their resumes. The most effective weekly metric for this is an employee Net Promoter Score, or eNPS, tracked on a rolling basis. Rather than sending a giant annual survey, have your HR seat run a weekly pulse survey consisting of a single, simple question: on a scale of one to ten, how likely are you to recommend our company as a great place to work? Each week, survey a different twenty-five percent of your team so that you get a continuous stream of fresh data without survey fatigue. Track the rolling average on your Scorecard. A sudden drop in this number is an immediate red flag that requires attention. Another powerful leading indicator is the average weekly overtime hours worked per employee. If your team is consistently exceeding forty-five hours a week, burnout is inevitable. By tracking these metrics weekly, your HR seat can spot trends and flag departments under high stress. You can then use your Level 10 Meeting to address the workload before it results in key players walking out the door.