← HR Metrics·Engagement & Retention
Manager Satisfaction
Employee satisfaction with direct manager
How it’s computed
AVG(manager_satisfaction_rating)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Manager Satisfaction can tell roughly 30 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 engagement & retention
Engagement is eroding
engagement · T1
It's two companies, split by manager
leadership-quality · T1
Most are fine — a tail is struggling
engagement · T1
On this trajectory, you breach the benchmark
regretted-loss · T1
One condition is the binding constraint
cams · T1
One exit reason towers over the rest
exit-knowledge · T1
Retention is working
retention · T1
The workforce is splitting in two
engagement · T1
Top talent is quietly leaving
regretted-loss · 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.
“At work, my opinions seem to count. Q08. The mission or purpose of my company makes me feel my job is important. Q09. My associates or fellow employees are committed to doing quality work. Q10. I have a best friend at work. Q11. In the last six months, someone at work has talked…”
— First Break All the Rulesmatch 54%
“In Figure 1.2, we present this process through a path model. This model suggests that people express their job satisfaction directly in their response with the exception of some errors. The variable of interest is job satisfaction. This latent or unobserved variable is presented…”
— Designevaluationandanalysisofquestionnaimatch 54%
“We assessed her team using our Motivators Assessment and conducted 360 interviews, and we believed that Greg was not likely to find her management job satisfying or be especially good at it. As background, we built the Motivators Assessment with Drs. Travis Bradberry and Jean…”
— Anxiety at Work 8 Strategies to Help Teams Buildmatch 53%
Resources: First Break All the Rules · Designevaluationandanalysisofquestionnai · Anxiety at Work 8 Strategies to Help Teams Build