Daily Biz Bytes

A tight group of shots far from the bullseye is precise and inaccurate. Most workforce measurement looks exactly like that.

Hours are counted to the minute. Activity scores update continuously. And the things that predict whether somebody stays and does good work are measured rarely or not at all. For teams comparing measurement tools, Monitask is one product worth evaluating against the same evidence standard.

The three numbers worth knowing

A Stanford study published in Nature found no productivity drop under hybrid working and a 33% reduction in turnover. (Peer-reviewed.) Presence is the most precisely measured thing in most organisations and predicts the least.

SHRM puts the cost of replacing an employee at 50–200% of annual salary. (Professional body.) Which makes retention arithmetic rather than sentiment.

74% of US employers monitor and 22% of employees know. That gap is the mechanism behind most of what monitoring does to the monitored.

Start here

The four-times factor — manager quality moves turnover more than pay, workload or flexibility.

Reading your own turnover data — one afternoon, data you already hold, cut four ways.

Why people actually leave — and why the exit interview is the least reliable instrument in the building.

What monitoring does — six figures on the people being measured.

The sections

Measuring — what is measured, what predicts, and how to tell.

Managing people — the largest controllable factor, and what it consists of.

Careers — leaving, staying, moving, and the four directions nobody offers.

Tools — software, CRM and time tracking, and what each can and cannot establish.

Notes — positions, including who produces the research and what this site cannot verify.

Every figure carries its source type. This domain previously published on a wider range of subjects; that material is dated and kept separately.

For additional context on this topic, see Fast Company.

For additional context on this topic, see NIST.