Whether you’re managing a plumbing crew, a landscaping team, or a manufacturing shop, people are the heart of your business. And if you’re not measuring what matters in your workforce, you’re missing key opportunities to save money, boost productivity, and keep great people.
Here are the HR metrics that every trades and small business owner in BC and Alberta should be tracking, with simple explanations, tips, and formulas to get started.
1. Turnover Rate
How many employees left your business during a specific time period?
Why it matters: High turnover affects productivity, morale, and your bottom line. If people are constantly leaving, you’re stuck training instead of growing.
How to calculate:
(Total number of employee departures ÷ Average number of employees) × 100
Example: If 4 employees left over the year and you had 20 on average, your turnover rate is 20%.
Pro tip: Compare this number every quarter. If it’s climbing, talk to your team and start doing exit interviews — even informal ones.
2. Time to Hire
How long does it take to fill a job from when it is posted to when it is accepted?
Why it matters: Long hiring timelines can delay projects and frustrate current staff. It also makes you more likely to lose top candidates.
How to calculate:
(Number of days to fill all roles ÷ Total number of hires)
Pro tip: Track this monthly. If hiring takes more than 30 days on average, review your job ad, interview steps, and offer timing.
3. Absenteeism Rate
How often are employees missing scheduled work without advance notice?
Why it matters: High absenteeism disrupts workflow, affects team morale, and may indicate burnout or disengagement.
How to calculate:
(Total number of unplanned absence days ÷ Total number of available workdays) × 100
Example: If there are 10 days missed across 5 employees in a month with 100 available workdays, your absenteeism rate is 10%.
Pro tip: Watch for patterns — same person, same days, same team. It could be a bigger issue than just a sick day.
4. Overtime Hours
Track how many hours your employees are working beyond regular time.
Why it matters: Consistent overtime can signal that you’re understaffed or overbooking work. It can also lead to burnout and safety concerns.
How to calculate:
Sum all overtime hours per employee or team each week or month. Compare to regular hours worked.
Pro tip: Use this as a budgeting tool. If overtime keeps climbing, hiring someone part-time may be more cost-effective.
5. Employee Engagement Score
This measures how connected and motivated your employees feel at work.
Why it matters: Engaged workers are safer, more productive, and less likely to leave. Disengaged employees often cost more than you think.
How to measure:
Create a short, anonymous survey with 5 to 10 questions using a scale of 1 to 5. Track the average score over time.
Pro tip: Keep the survey simple and consistent. Ask questions like “I feel valued at work” or “I see a future with this company.” Most importantly, follow up on the feedback.
6. Training Completion Rate
Are employees completing the training they are assigned?
Why it matters: In trades, proper training directly affects safety, quality, and legal compliance.
How to calculate:
(Number of employees who completed training ÷ Total number of employees assigned training) × 100
Pro tip: Break this down by team or topic. If certain training is not being completed, it could be too long, unclear, or not prioritized by leadership.
7. Cost per Hire
How much are you spending to bring a new employee onboard?
Why it matters: Knowing this helps you plan better and cut costs where possible. Recruitment is expensive — but avoidable surprises are even worse.
How to calculate:
(Total recruitment and onboarding costs ÷ Number of hires)
Include things like job ad fees, recruiter hours, interview time, onboarding supplies, and training hours.
Pro tip: If your cost per hire is going up, look into free or low-cost sources like employee referrals or trades schools. These can cut costs and improve hire quality.
Bringing it All Together
You don’t need HR software or a full-time HR manager to track this. Start small — a spreadsheet works fine. The goal is not just collecting numbers, but spotting patterns and acting early.
Your people are your most valuable asset. These metrics help you protect that investment and grow your business with fewer surprises and more confidence.
If you want help building simple HR systems that fit your trade or small business, Rebelution HR can help you get there — one smart step at a time.
Ready to get started? Download a free & simple sample HR Metrics tracker here!
Rebelution HR Consulting LTD. 