The total revenue generated from all active subscriptions in a month. Calculated as the sum of all subscription values per month.

The total revenue a business can reasonably expect from a single customer account throughout their relationship. Calculated as average revenue per account multiplied by average customer lifespan.

The percentage of customers who cancel their subscriptions over a given period. Calculated as the number of customers who left divided by the total number of customers at the start of the period.

The average amount of money earned from each active user or subscriber. Calculated by dividing total revenue by the number of active users.

The rate at which new subscribers are acquired over a given period. Calculated as the percentage increase in subscribers from one period to the next.

Determining the best metrics for a subscription business


The plan focuses on key metrics essential for evaluating the performance of a subscription-based business. These metrics include Monthly Recurring Revenue (MRR), Customer Lifetime Value (CLTV), Customer Churn Rate, Average Revenue Per User (ARPU), and Subscriber Growth Rate. By tracking these metrics, businesses can make data-driven decisions to enhance profitability and sustainability.
For example, by monitoring MRR, a company can identify opportunities to upsell or adjust subscription pricing. Similarly, understanding CLTV helps in strategizing long-term customer engagement and maximizing revenue. Managing Customer Churn Rate is crucial as it directly impacts growth and stability. ARPU provides insights into revenue generation from each customer, promoting better pricing strategies. Lastly, Subscriber Growth Rate is vital for tracking business expansion and effectiveness of marketing efforts.

Total recruiting costs divided by the number of hires within a specified time frame

Average number of days it takes to fill a position from the moment the job is posted until an offer is accepted

Performance of new hires compared to existing employees, often measured after the first year

Percentage of new hires that remain with the company for a specified period, usually one year

Percentage of job offers extended that are accepted by candidates

Measuring the best metrics for success of recruitment campaigns


Measuring the best metrics for the success of recruitment campaigns ensures that the hiring process is efficient and effective. Metrics such as Cost per Hire and Time to Fill help organizations optimize expenses and reduce the time taken to acquire talent. For instance, automating parts of the recruitment process can significantly lower costs, while streamlining interview processes can shorten hiring times.
The Quality of Hire and Retention Rate metrics focus on the long-term success of new hires. Assessing these metrics can guide improvements in candidate assessment and onboarding processes, leading to better employee performance and higher retention rates. Implementing new interviewing techniques and enhancing company culture are practical steps to achieve these goals.
Lastly, the Offer Acceptance Rate metric indicates the attractiveness of job offers. Ensuring that compensation and benefits are competitive, and the recruitment process is engaging can increase the likelihood of offer acceptance. Gathering feedback from declined offers provides insights for refining job propositions.

The average number of days taken to fill a job vacancy from when the job opening is posted to when the candidate accepts the offer

Measures the value a new hire adds to the company, often assessed by their performance ratings, retention rates, and manager satisfaction

The percentage of job offers that are accepted by candidates out of the total number of offers extended

The total amount of money spent to hire a new employee, including advertising, recruitment agency fees, referral bonuses, and internal hiring costs

The percentage of new hires who remain with the company for a certain period, typically one year

Measuring the best metrics for talent acquisition success


The plan focuses on measuring key metrics crucial for talent acquisition success. "Time to hire" is a vital metric that ensures hiring efficiency, with a benchmark of 30-45 days, suggesting improvements like better job descriptions and the use of recruiting software. "Quality of hire" assesses the value added by new hires and aims for 80-90% satisfaction, emphasizing structured onboarding and continuous training.
"Offer acceptance rate" measures how appealing job offers are to candidates, targeting 80-90% acceptance. It suggests improvements in compensation packages and clear communication of company culture. "Cost per hire" aims to keep recruitment costs between $3,000 and $5,000, recommending the use of employee referrals and social media for hiring. Lastly, "employee retention rate" focuses on retaining new hires for at least one year, with benchmarks at 85-90%, underscoring robust onboarding programmes and career growth opportunities.

Defect density measures the number of defects per unit of software size, usually per thousand lines of code (KLOC)

Code coverage measures the percentage of code that is executed by automated tests

MTTR measures the average time taken to resolve a defect once it has been identified

This metric counts the number of defects reported by end users or customers

Code churn measures the amount of code changes over a period of time, indicating stability and code quality

Measuring the best metrics for software quality


The plan focuses on a comprehensive strategy to assess software quality using specific metrics. Each metric, including defect density, code coverage, mean time to resolve (MTTR), customer-reported defects, and code churn, serves a unique purpose in monitoring different aspects of software robustness. These metrics provide actionable insights and benchmarks that guide improvement efforts.
For instance, defect density measures the quality and stability of the software by counting defects per thousand lines of code, aiming for a benchmark of 1-5 defects per KLOC. Similarly, code coverage, which measures the percentage of code executed by automated tests, is vital to ensure extensive testing, with a benchmark of 70-80%. Consistently meeting these benchmarks can lead to higher software reliability and customer satisfaction.
Each metric also comes with targeted suggestions for improvement, such as enhancing code reviews, implementing automated testing, and improving developer training, which collectively drive the overall quality of the software. These strategies help in aligning development processes with best practices, ultimately facilitating the delivery of high-quality software products.

Represents the accuracy, completeness, and reliability of data. Calculated by evaluating data against predefined quality criteria.

Measures the percentage of data processes in compliance with relevant regulations and policies.

Tracks the number of data breaches or security incidents within a specified period.

Measures the effectiveness of access controls by tracking unauthorised access attempts.

Assesses how closely data retention practices align with data governance policies.

Identifying the best metrics for data governance


This plan focuses on identifying the best metrics to evaluate data governance effectiveness, which is essential for ensuring that corporate data is accurate, secure, and compliant. Through the defined metrics, organizations can measure the quality, compliance, security, access, and retention of their data.
For example, the "Data quality score" measures the accuracy and completeness of data, while "Compliance rate" ensures that data processes adhere to regulations. These metrics help organizations maintain high standards and provide suggestions for improvement, such as implementing data validation rules and compliance monitoring tools.
Tracking metrics like "Data breach incidents" and "Data access control" emphasizes the importance of data security and access management, ensuring minimal unauthorized access and breaches. Lastly, "Data retention adherence" ensures that data is kept in alignment with governance policies, supporting both legal and operational needs.

Percentage of project milestones completed on schedule

Percentage of project milestones completed within the allocated budget

Percentage of project deliverables that meet the defined scope

Average satisfaction rating from project stakeholders

Percentage of project deliverables that meet quality standards

Measuring the success of a project


This plan focuses on essential metrics to measure the success of a project, ensuring it is completed on time, within budget, and meets quality and stakeholder expectations. Key metrics include on-time delivery, budget adherence, scope compliance, stakeholder satisfaction, and quality of deliverables.
Tracking these metrics helps organizations identify areas for improvement and implement strategies such as realistic timelines, detailed budget plans, and effective communication. For example, monitoring on-time delivery ensures milestones are met, while budget adherence keeps project costs under control.
Collecting and analyzing data on these metrics leads to more successful project outcomes by proactively addressing issues and maintaining high-quality standards throughout the project lifecycle.

The percentage of employees who leave the company within a certain period. It's calculated by dividing the number of employees who left by the average number of employees, multiplied by 100.

Measures the likelihood of employees to recommend the company as a good place to work. It's calculated by asking employees to rate their likelihood on a scale from 0-10 and categorizing them as promoters, passives, or detractors.

Quantifies employees' overall satisfaction with the company. It's calculated through surveys asking employees to rate their satisfaction on various aspects, averaged into an overall score.

The percentage of workdays lost to unplanned absences. It's calculated by dividing the total number of unplanned absence days by the total number of available working days, multiplied by 100.

The percentage of employees participating in professional development programmes. It's calculated by dividing the number of employees who participate in training by the total number of employees, multiplied by 100.

Measuring the best metrics for employment engagement


The plan is designed to measure key metrics that drive employment engagement within an organization. Each metric targets a specific aspect of the workforce, ensuring that employees are satisfied, engaged, and less likely to leave the company. For instance, the "employee turnover rate" metric helps identify trends in employee retention, and the "employee net promoter score (eNPS)" gauges how likely employees are to recommend the organization.
These metrics are essential as they provide insights into various facets of workforce engagement. For example, understanding high "employee satisfaction survey scores" can lead to better job role clarity and employee trust. Additionally, measuring the "absenteeism rate" and "training participation rate" helps address issues like work-related stress and encourages continuous learning among employees.

Measures the amount of work a team completes during a sprint, calculated by the total story points completed

Tracks the completion of work throughout the sprint, showing remaining tasks vs. time

The total time it takes from starting a work item to its completion

The total time from when a customer request is made to when it is fulfilled

Measures customer satisfaction and loyalty through surveys or Net Promoter Score (NPS)

Determining the best metrics for agile leadership


This plan focuses on identifying the best metrics for evaluating agile leadership effectiveness. By tracking metrics like Team Velocity, Sprint Burndown, Cycle Time, Lead Time, and Customer Satisfaction (NPS), leaders can pinpoint areas for improvement and enhance team productivity and customer satisfaction.
For example, monitoring Team Velocity helps assess how much work a team can handle in a sprint, enabling better planning and workflow optimization. Similarly, tracking Cycle Time and Lead Time ensures that tasks are completed efficiently, meeting customer expectations in a timely manner.
Customer Satisfaction (NPS) is crucial as it directly reflects the end user's experience, providing valuable feedback to guide product and service improvements.

Measures the position of your website in search engine results for local queries

Tracks the number of visitors to your website coming from organic local search results

Percentage of users who click on your website link in local search results

Number of mentions of your business on other websites, especially directory listings

Quantifies the number and quality of reviews on local platforms such as Google My Business and Yelp

Optimising local SEO


The plan aims at improving local SEO by focusing on specific, quantifiable metrics to enhance online visibility and drive more organic traffic from local search queries. For example, by optimizing the Google My Business profile and ensuring consistent NAP (Name, Address, Phone) information, businesses can improve their local search ranking, aiming to consistently appear in the top 3 positions.
Another important metric is organic traffic from local search, which should constitute 10-30% of the total traffic. Using local keywords and optimizing meta tags for local search can help achieve this benchmark. Finally, metrics like customer reviews and ratings help build trust and credibility, with a target of a 4+ star rating with over 50 reviews, which can be encouraged through prompt responses and incentives for reviews.

The average time a user spends on the app or website during a single session

The average number of pages viewed during a single session

The percentage of visitors who navigate away from the site after viewing only one page

The percentage of users who revisit the app or website

The ratio of users who actively engage with interactive elements (e.g., likes, shares, comments)

Measuring the best metrics for user engagement


Measuring user engagement through specific metrics helps determine how effectively an app or website captures and retains users' attention. Metrics such as Average Session Duration and Pages Per Session indicate how much time users spend and how many pages they explore, respectively. For example, if users average 2-3 minutes per session, it suggests they find the content valuable enough to stay engaged.
Bounce Rate and Returning User Rate give insights into user retention and satisfaction. A high bounce rate might indicate issues with the site, such as slow loading times or unappealing content. Conversely, a higher Returning User Rate suggests that the app or website has sufficient appeal to bring users back. Finally, User Interaction Rate tracks how users engage with content, be it through likes, shares, or comments, indicating active participation and interest.

A measure of the overall quality and authority of a website, calculated by several factors including the number and quality of incoming links

The number of unique domains that link to your website, indicating popularity and reach

Count of distinct root domains that link to your site, reflecting diversity in linking sources

The pace at which new backlinks are acquired over time, indicating link-building success

The types and variety of anchor texts used in backlinks, affecting relevance and SEO

Determining the best metrics for linkbuilding


The objective of this plan is to implement effective linkbuilding strategies using a set of well-defined metrics. Domain Authority (DA) measures the overall quality and authority of a website, typically ranging from 0 to 100, with a score above 50 indicating a well-established site. Obtaining backlinks from high-authority sites and creating shareable content are key improvement suggestions.
Another crucial metric is the Number of Referring Domains, which gauges a website's popularity and reach. A healthy website should aim for above 100 referring domains. Engaging industry influencers and running link-building campaigns can elevate this metric. The metric of Linking Root Domains signifies diverse linking sources, and having a wide array is essential for strengthening site authority.
The Backlink Growth Rate highlights the pace at which new backlinks accumulate, indicating the success of link-building efforts. A consistent monthly growth rate of 5-10% is considered healthy. Creating varied anchor texts and encouraging natural linking practices are methods to improve Anchor Text Distribution, ensuring the relevance and effectiveness of your SEO strategy.

Average number of days taken to fill a job vacancy from when it was posted until an offer is accepted

Percentage of job offers accepted by candidates out of the total offers made

Percentage of employees who remain with the company over a specified period

The ratio of employees from diverse backgrounds compared to the total workforce

Measurement of how engaged and satisfied employees are with their work environment

Recommending the best metrics for recruitment and inclusion


The objective centers on refining recruitment and fostering inclusion, measured by specific metrics. "Time to Fill" assesses the efficiency of the hiring process, targeting a benchmark of 30-50 days. Swift recruitment often translates to increased productivity and reduced vacancy costs. Similarly, the "Offer Acceptance Rate" ensures that hiring propositions meet candidates' expectations, aiming for 85-95% acceptance.
Sustaining a proficient workforce is highlighted by the "Employee Retention Rate," benchmarked at 85-90% annually, crucial for maintaining institutional knowledge. Diverse and inclusive workplaces are measured by the "Diversity Ratio," essential for fostering varied perspectives. Lastly, "Employee Engagement Score" tracks workplace satisfaction, vital for boosting morale and productivity, with threshold benchmarks between 65-85%. Leveraging these metrics can optimize workforce dynamics and organizational culture.

Measures the level of engagement employees feel towards their work, typically gathered through surveys

Calculated as the percentage of employees who stay with the company over a specific period

Tracks the number of employees engaging in professional development activities

Percentage of roles filled by internal candidates rather than external hires

Evaluates how employees feel about their work-life balance, often measured through surveys

Identifying the best metrics for fulfillment and growth


This plan aims to enhance fulfillment and growth within the organization by measuring and improving key employee metrics. Metrics such as Employee Engagement Score and Employee Retention Rate help gauge how connected and satisfied employees are with their roles. For example, achieving the benchmark for employee engagement typically ensures a more motivated and productive workforce.
Professional Development Participation is another critical metric that tracks the involvement of employees in growth activities, leading to a more skilled and capable workforce. Internal Promotion Rate highlights the company's efficiency in nurturing and advancing internal talent, ensuring business continuity and morale.
Finally, the Work-life Balance Score is essential in understanding how well employees can manage their professional and personal lives, which can significantly impact overall job satisfaction and productivity.

Metrics and KPIs

Metrics and KPIs