Here’s the missing link: You’re not tracking the right metrics to measure workforce performance. Without them, you're flying blind.
In this article, we’ll break down the workforce metrics that matter most—so you can move from reactive to proactive workforce management. Whether you're overseeing hundreds of shift workers in a warehouse or managing operations in a logistics hub, these KPIs can help you build a more reliable, high-quality team.
Why tracking workforce metrics is a game-changer
Workforce performance isn’t just about showing up on time. It’s about quality, consistency, and engagement. That’s why modern staffing leaders don’t just look at headcount—they use workforce management KPIs to get a full view of how their teams are performing.
Done right, measuring performance helps you:
Reduce absenteeism and turnover
Improve productivity and shift coverage
Enhance worker satisfaction
Make data-driven decisions around scheduling and staffing
With tools like the Job&Talent Business platform, collecting and acting on these metrics has never been easier.
The most important metrics to measure workforce performance
Let’s get into the metrics that really matter. These are the KPIs top operations managers rely on to run efficient and engaged teams.
1. Attendance rate and punctuality
You can’t run a productive shift without people showing up—and showing up on time.
What to track?
No-show rate: % of workers who don’t show up for their scheduled shifts
Late arrivals: % of workers arriving late (and how often)
Absenteeism rate: Unplanned absences as a percentage of total scheduled time
💡 Pro tip: Job&Talent's attendance tracking helps you spot issues early, so you can take action before they impact operations.
2. Shift coverage rate
Unfilled shifts = lost productivity. This metric helps you understand how well your staffing plans align with your workforce capacity.
What to track?
% of scheduled shifts that are fully staffed
Average time to fill shifts
% of last-minute replacements
Low coverage can signal issues with forecasting or engagement—and it’s a red flag for burnout.
3. Turnover rate
High turnover means more time spent recruiting, onboarding, and training—plus it usually leads to lower team morale.
What to track?
Voluntary turnover: Workers choosing to leave
Involuntary turnover: Terminations or non-renewals
Early attrition rate: % of workers leaving within their first 30–60 days
Benchmark: According to a study by the U.S. Bureau of Labor Statistics, turnover in warehousing and transportation can exceed 40% annually. Tracking this metric helps you identify root causes and improve retention.
4. Productivity per worker
Not all hours worked are equal. Tracking the performance per worker gives you insights into how effective your team is—not just how many people you’ve hired and have attended.
What to track?
Output per shift (e.g., packages picked, units assembled)
Output per hour per worker
% of workers hitting productivity benchmarks
Make sure your productivity goals are realistic—and consider external factors like training, team dynamics, or equipment downtime.
5. Quality of work
Fast isn’t always better. If your team is rushing through work but making mistakes, your bottom line suffers.
What to track?
Error rate (e.g., picking or packing errors)
% of tasks completed correctly the first time
Customer complaint rate (if applicable)
Pair this with productivity data to identify training opportunities and performance issues.
6. Engagement and satisfaction
Happy workers perform better—and stay longer. But how do you measure engagement at scale?
What to track?
Worker ratings and feedback (e.g., shift satisfaction surveys)
eNPS (Employee Net Promoter Score)
Participation in optional programs or training
💡Pro tip: The Job&Talent Business platform includes a feature that lets workers rate their shift experience, giving supervisors real-time insights into morale and engagement.
7. Compliance and safety
Workforce performance includes how well your teams follow safety protocols and regulations.
What to track?
Safety incident rate (per 100 workers)
% of workers up-to-date with required training
Number of non-compliance events
This is especially important in regulated industries like logistics, warehousing, or manufacturing.
8. Fill rate and time to fill
These staffing metrics give you a pulse on your recruiting efficiency.
What to track?
Fill rate: % of open positions that are successfully filled
Time to fill: Average time it takes to fill an open shift or role
If your fill rate is dropping or your time to fill is increasing, it could mean you’re losing top talent or your sourcing methods need a refresh.
How to choose the right workforce metrics for your business
Not every metric matters equally in every situation. Choosing the right workforce management KPIs depends on your goals, challenges, and team structure. Ask yourself:
Am I trying to improve attendance or reduce turnover?
Do I want to increase productivity or improve morale?
Is compliance a key concern for my industry?
Once you know your priorities, choose 4–6 key metrics to focus on. Start small. Measure consistently. And don’t forget to communicate results with your team—it helps create buy-in and accountability.
How Job&Talent Business helps you measure and improve workforce performance
If you’re managing a high-volume shift-based workforce, the last thing you want is to spend hours buried in spreadsheets or chasing down data. Our platform is designed to give you full visibility into your workforce, with features that help you:
Track attendance and punctuality in real-time
Measure productivity and engagement
Automate shift planning and staffing
Get feedback directly from workers
Identify trends that impact performance before they become problems
The result? You don’t just manage your workforce—you optimize it.
Real-world example: Scaling new hires by 98% during peak periods
One of Job&Talent's clients, a logistics company in Spain, faced significant challenges during seasonal demand surges, including workforce gaps and last-minute absences.
To address these issues, they implemented Clara, Job&Talent’s AI recruitment agent, to automate and enhance their hiring process. Clara conducted 12,000 interviews, totaling 205,000 minutes of screening time—equivalent to the workload of 700 recruiters. This AI-driven approach led to a 98% increase in new hires from October to December 2024, a 97% fill rate ensuring workforce stability across all sites, and a 64% increase in active workers from September 2024 to January 2025. These results were achieved within just five weeks, demonstrating the effectiveness of leveraging AI in workforce management
Read the complete case study here.
The future of workforce performance is data-driven
Your people are your most important asset. But without the right metrics, you’re guessing at what they need, what’s working, and what’s holding you back. The good news? You don’t have to guess.
With the right metrics to measure workforce performance, you can:
Spot problems early
Make smarter staffing decisions
Build a workforce that’s reliable, productive, and happy
And with Job&Talent Business, all of that becomes easier, faster, and more accurate.
