One Partnership for Every Employee Listening Program You Need
Metrics HQ® gives HR leaders a complete workforce listening strategy — unified in one dashboard, managed by one expert team, and built to turn employee data into action at every stage of the employment lifecycle.
Most Organizations Listen in Silos — or Not at All
Organizations running disconnected, one-off listening programs get fragmented data. An annual survey here, a post-hire survey there — each managed separately, reported in different formats, with no way to connect the dots across the employee lifecycle. The result is a lot of activity and very little insight. Metrics HQ® is built to change that.
Listening Across the Entire Employee Lifecycle
Metrics HQ® brings together coordinated listening programs that cover every stage of the employment journey — from the first day on the job through the last — all managed by one expert team and unified in one reporting platform.
Metrics HQ® vs. Managing Programs Separately
| Managing programs separately | With Metrics HQ® |
|---|---|
| ✗Multiple vendors, contracts, and contacts to manage across listening programs | ✓One partnership, one Account Team, one contract for your entire listening strategy |
| ✗Disconnected data that can't be compared or connected across programs | ✓All programs report into a single unified dashboard with consistent metrics |
| ✗Significant HR time spent coordinating, administering, and following up on each program | ✓Fully managed end-to-end, with meaningful reduction in HR administrative burden |
| ✗Patterns across the lifecycle remain invisible — exit data never informs onboarding | ✓Cross-lifecycle insights surface patterns that no individual program could reveal alone |
| ✗No consistency in benchmarking methodology across programs | ✓Industry benchmarks drawn from the same data set across all programs |
| ✗Leadership receives multiple reports from multiple teams — no coherent narrative | ✓One workforce story, told consistently, that leadership can act on |
A Coordinated Listening Strategy — Managed for You
Before Metrics HQ®, we were running three separate programs with three separate vendors. We couldn't see how our onboarding experience was connected to our exit data. Now we can. It's changed how we present people strategy to the board.
VP of People, Mid-Sized Healthcare System
One Platform. 200 People Retained.
A regional healthcare system with 10,000 employees set a concrete goal: reduce voluntary turnover by 2% and retain 120 nurses. Their challenge was structural — no early warning signals, no way to act on emerging retention risks before employees had already decided to leave.
With Metrics HQ®, cross-program data connected patterns across onboarding, engagement, and exit data that had previously been invisible. The unified view surfaced the specific drivers of nursing departures: scheduling practices, inadequate training pathways, and leadership gaps at the unit level. Targeted improvements across all three areas drove results that exceeded the original goal.
In the first program year, 200 employees were retained — including 90 nurses. Voluntary turnover fell from 10% to 8%, representing $15M in annual avoided turnover costs.
Employees Retained
200 employees retained in year one, including 90 nurses, through targeted scheduling, training, and leadership improvements.
Turnover Reduction
Voluntary turnover dropped from 10% to 8% — exactly the goal set before program launch.
Annual Cost Savings
$15M in annual avoided turnover costs from the 2-point reduction across the full 10,000-employee workforce.
Root Causes Identified
Scheduling, training, and leadership gaps — visible only because exit, onboarding, and pulse data connected in one platform.