What are Efficiency metrics? Developing an effective Efficiency metrics can be intimidating, especially when your daily duties demand your attention. To assist you, we've curated a list of examples to inspire your planning process.
Feel free to copy these examples into your favorite application, or leverage Tability to maintain accountability.
Find Efficiency metrics with AI While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI metrics generator below to generate your own strategies.
Examples of Efficiency metrics and KPIs 1. Time to hire 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
What good looks like for this metric: 30-45 days
Ideas to improve this metric Streamline the interview process Use recruiting software to track applications Build a talent pipeline before positions open Improve job descriptions to attract qualified candidates Train hiring managers on effective interview techniques 2. Quality of hire Measures the value a new hire adds to the company, often assessed by their performance ratings, retention rates, and manager satisfaction
What good looks like for this metric: 80-90% satisfaction rate
Ideas to improve this metric Align hiring criteria with job performance Implement structured onboarding programs Collect feedback from multiple stakeholders Conduct regular performance reviews Provide continuous training and support 3. Offer acceptance rate The percentage of job offers that are accepted by candidates out of the total number of offers extended
What good looks like for this metric: 80-90%
Ideas to improve this metric Ensure competitive compensation packages Improve candidate experience during the interview process Communicate company culture clearly Address candidate concerns promptly Personalise offer communications 4. Cost per hire The total amount of money spent to hire a new employee, including advertising, recruitment agency fees, referral bonuses, and internal hiring costs
What good looks like for this metric: $3,000 - $5,000 per hire
Ideas to improve this metric Use cost-effective recruiting channels Encourage employee referrals Leverage social media for recruiting Automate repetitive hiring tasks Negotiate with recruitment agencies for better rates 5. Employee retention rate The percentage of new hires who remain with the company for a certain period, typically one year
What good looks like for this metric: 85-90%
Ideas to improve this metric Implement robust onboarding programmes Foster a positive work environment Offer competitive benefits and salaries Provide opportunities for career growth Conduct exit interviews to identify reasons for turnover
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1. Time to fill Average number of days taken to fill a job vacancy from when it was posted until an offer is accepted
What good looks like for this metric: 30-50 days
Ideas to improve this metric Streamline the interview process Utilise automated applicant tracking systems Refine job descriptions Leverage recruitment agencies Enhance employer branding 2. Offer acceptance rate Percentage of job offers accepted by candidates out of the total offers made
What good looks like for this metric: 85-95%
Ideas to improve this metric Ensure competitive compensation packages Improve the candidate experience Communicate career growth opportunities Engage with potential hires pre-offer Conduct market research on industry standards 3. Employee retention rate Percentage of employees who remain with the company over a specified period
What good looks like for this metric: 85-90% annually
Ideas to improve this metric Enhance onboarding processes Implement employee engagement initiatives Offer continuous training and development Foster a positive work culture Provide clear career advancement paths 4. Diversity ratio The ratio of employees from diverse backgrounds compared to the total workforce
What good looks like for this metric: Varies by industry and location
Ideas to improve this metric Create inclusive hiring practices Support employee resource groups Offer unconscious bias training Monitor and report on diversity metrics regularly Engage with diverse recruitment sources 5. Employee engagement score Measurement of how engaged and satisfied employees are with their work environment
What good looks like for this metric: 65-85%
Ideas to improve this metric Conduct regular employee surveys Act on feedback received from employees Implement work-life balance initiatives Encourage open communication Recognise and reward employee contributions
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1. Code Quality Assesses the readability, structure, and efficiency of the written code in HTML, CSS, and JavaScript
What good looks like for this metric: Clean, well-commented code with no linting errors
Ideas to improve this metric Utilise code linters and formatters Adopt a consistent coding style Refactor code regularly Practise writing clear comments Review code with peers 2. Page Load Time Measures the time it takes for a webpage to fully load in a browser
What good looks like for this metric: Less than 3 seconds
Ideas to improve this metric Minimise HTTP requests Optimise image sizes Use CSS and JS minification Leverage browser caching Use content delivery networks 3. Responsive Design Evaluates how well a website adapts to different screen sizes and devices
What good looks like for this metric: Seamless functionality across all devices
Ideas to improve this metric Use relative units like percentages Implement CSS media queries Test designs on multiple devices Adopt a mobile-first approach Utilise frameworks like Bootstrap 4. Cross-browser Compatibility Ensures a website functions correctly across different web browsers
What good looks like for this metric: Consistent experience on all major browsers
Ideas to improve this metric Test site on all major browsers Use browser-specific prefixes Avoid deprecated features Employ browser compatibility tools Regularly update code for latest standards 5. User Experience (UX) Measures how user-friendly and intuitive the interface is for users
What good looks like for this metric: High user satisfaction and easy navigation
Ideas to improve this metric Simplify navigation structures Ensure consistent design patterns Conduct user testing regularly Gather and implement user feedback Improve the accessibility of designs
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1. Incident Response Time The average time it takes for the IT department to respond to an incident after it is reported.
What good looks like for this metric: 30 minutes to 1 hour
Ideas to improve this metric Implement automated alert systems Conduct regular training sessions Set up a 24/7 support team Streamline incident escalation processes Utilise incident management tools 2. First Contact Resolution Rate The percentage of IT issues resolved during the first contact with the user.
What good looks like for this metric: 70% to 80%
Ideas to improve this metric Enhance self-service tools and resources Improve knowledge base quality Conduct specialised training for support staff Implement a feedback loop for continuous improvement Use advanced diagnostic tools 3. System Uptime The percentage of time that IT systems are operational and available for use.
What good looks like for this metric: 99% to 99.9%
Ideas to improve this metric Regularly update and patch systems Implement high availability solutions Conduct regular system monitoring Perform routine maintenance checks Use redundant systems 4. User Satisfaction Score The average satisfaction rating given by users after IT services are provided.
What good looks like for this metric: 4.0 to 4.5 out of 5
Ideas to improve this metric Offer regular customer service training Obtain user feedback and act on it Enhance communication channels Implement a user-friendly ticketing system Provide regular updates to users 5. Mean Time to Repair (MTTR) The average time taken to fully repair an IT issue after it is reported.
What good looks like for this metric: 2 to 4 hours
Ideas to improve this metric Improve diagnostic procedures Use automated repair tools Maintain an updated inventory of spare parts Enhance collaboration between IT teams Conduct thorough post-incident reviews
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1. Cost per hire Total recruiting costs divided by the number of hires within a specified time frame
What good looks like for this metric: USD 4,000 - USD 6,000
Ideas to improve this metric Optimize job advertisement placements Leverage employee referrals Automate parts of the recruitment process Negotiate better rates with recruitment agencies Enhance employer branding 2. Time to fill Average number of days it takes to fill a position from the moment the job is posted until an offer is accepted
What good looks like for this metric: 30 - 45 days
Ideas to improve this metric Streamline the interview process Implement applicant tracking systems Pre-screen candidates effectively Improve job descriptions Build a talent pipeline 3. Quality of hire Performance of new hires compared to existing employees, often measured after the first year
What good looks like for this metric: Similar or higher performance compared to existing employees
Ideas to improve this metric Enhance candidate assessment methods Use behavioural interviewing techniques Improve onboarding processes Encourage ongoing employee development Gather and act on feedback from new hires 4. Retention rate Percentage of new hires that remain with the company for a specified period, usually one year
What good looks like for this metric: 75%-80%
Ideas to improve this metric Improve company culture Provide career development opportunities Offer competitive salaries and benefits Enhance employee engagement Conduct stay interviews 5. Offer acceptance rate Percentage of job offers extended that are accepted by candidates
What good looks like for this metric: 90% or higher
Ideas to improve this metric Ensure competitive compensation packages Communicate clear career growth opportunities Build a strong employer brand Maintain a consistent and engaging recruitment process Gather feedback from candidates who decline offers
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1. Deployment Frequency Measures how often new updates are deployed to production
What good looks like for this metric: Once per week
Ideas to improve this metric Automate deployment processes Implement continuous integration Use feature toggles Practice trunk-based development Reduce batch sizes 2. Lead Time for Changes Time taken from code commit to deployment in production
What good looks like for this metric: One day to one week
Ideas to improve this metric Improve code review process Minimise work in progress Optimise build processes Automate testing pipelines Implement parallel builds 3. Mean Time to Recovery Time taken to recover from production failures
What good looks like for this metric: Less than one hour
Ideas to improve this metric Implement robust monitoring tools Create a clear incident response plan Use canary releases Conduct regular disaster recovery drills Enhance rollback procedures 4. Change Failure Rate Percentage of changes that result in production failures
What good looks like for this metric: Less than 15%
Ideas to improve this metric Increase test coverage Perform thorough code reviews Conduct root cause analysis Use static code analysis tools Implement infrastructure as code 5. Cycle Time Time to complete one development cycle from start to finish
What good looks like for this metric: Two weeks
Ideas to improve this metric Adopt agile methodologies Limit work in progress Use time-boxed sprints Continuously prioritise tasks Improve collaboration among teams
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Tracking your Efficiency metrics Having a plan is one thing, sticking to it is another.
Having a good strategy is only half the effort. You'll increase significantly your chances of success if you commit to a weekly check-in process .
A tool like Tability can also help you by combining AI and goal-setting to keep you on track.
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Planning resources OKRs are a great way to translate strategies into measurable goals. Here are a list of resources to help you adopt the OKR framework:
Tability's check-ins will save you hours and increase transparency
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