← HR Metrics·Performance & Development
Feedback Frequency
Average feedback sessions per employee per quarter
How it’s computed
COUNT(feedback_sessions) / COUNT(all)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Feedback Frequency can tell roughly 26 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to performance & development
It's two companies, split by manager
leadership-quality · T1
Most are fine — a tail is struggling
engagement · T1
The system isn't differentiating
measurement-health · T1
You've quietly stopped promoting from within
development-mobility · T1
Your ratings are compressing
performance · T1
Analytical culture → fact-based decision-making
cams · T2
Engaged employees apply discretionary effort → workforce productivity rises
engagement · T2
Intrinsic motivation → performance
engagement · T2
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Here are a few simple item examples (you would have a lot more):I prefer that <Company> put more future investment in the 401k <Company> match over increasing the <Company> contribution to healthcare premiums.I prefer that <Company> put more future investment in employee…”
— People Analytics For Dummiesmatch 50%
“Maybe your employees prefer additional off-days instead of cash rewards? Candidate experience rating. To analyze the candidate experience survey is to use the Net Promotor Score (NPS) method: (3) “Promoters”, are candidates who rated 9 or 10 in the candidate experience survey.…”
— Predictive HR Analyticsmatch 48%
“The concept of frequent raises is to break the annual merit increase or bonus into smaller amounts to keep employees motivated and engaged—and less likely to separate. For instance, Shutterfly, Inc., associates are eligible for bonuses four times a year. The quarterly check-ins…”
— The Compensation Handbook (6th ed.)match 47%
Resources: People Analytics For Dummies · Predictive HR Analytics · The Compensation Handbook (6th ed.)