We are experiencing high turnover on our delivery team. What weekly leading metrics can we add to our scorecard to spot employee burnout before people start quitting?

Question

Tyler Smith · Accepted Answer

High employee turnover is a classic lagging indicator. By the time a key employee turns in their resignation letter, the damage is already done. To protect your culture and retain your best talent, you must track weekly leading indicators of team stress on your scorecard.

The first metric to track is overtime hours per employee. If your delivery team is consistently logging more than five to ten hours of overtime per week, burnout is imminent.

The second metric is the weekly team pulse score. This is a simple, one question digital survey sent to your staff every Friday asking them to rate their stress level or engagement on a scale of one to five. A dropping average score is an early warning sign of a cultural issue or systemic overload.

The third metric is missed one on one meetings. In the EOS framework, consistent communication is vital. If your managers are skipping their scheduled check ins with their direct reports, employee frustration will climb rapidly.

By tracking these three metrics weekly, your HR or operations lead can identify burnout trends early. This allows your leadership team to bring these capacity and stress issues to the Level 10 Meeting for IDS, solving the root causes of burnout before they turn into expensive departures.