With People analytics, you as an organisation admin can see at a glance how many employees join and leave, how long new employees stay, and how your organisation compares to similar organisations.
The figures are based on the members in your Oneteam environment. As the start date of a new employee, we use the date they were invited to Oneteam. If you have an HR integration that also shares the employment start date, we use that date instead. An employee counts as a leaver as soon as their account is deactivated or deleted. The more up to date your member list, the more reliable the figures.
People analytics is an add-on module. Don't see People analytics in your dashboard and would you like to use it? Contact us via the live chat or your regular contact person at Oneteam.
Where can you find People analytics?
Go to the Oneteam organisation dashboard.
Go to Reports > People analytics.
You now see an overview with several charts. For each chart, you can choose the period you want to view in the top right.
Which charts are available?
Annual turnover
This chart shows the percentage of your workforce that left each year. Turnover is calculated as the number of leavers divided by the average headcount in that year. A turnover of 76% means that the number of people who left that year equals three quarters of your average headcount.
The current year is marked YTD (year to date). This figure is annualised, so you can compare it fairly with previous years.
You cannot look back further than your organisation's start date in Oneteam. We have no data on leavers from before that date.
120-day drop-off among new employees
This chart follows a group of new employees from their start date and shows how many of them are still employed after 30, 60, 90, 120 and 180 days. The large percentage at the top is the share of new employees who left within 120 days.
You can build this chart yourself using the filters at the top:
Number of hires: choose the period of new employees you want to include, for example the last 12 months.
Communities: view the drop-off for one or more specific communities, such as a location or region.
Function groups: view the drop-off per function group, for example front of house, kitchen or warehouse.
Probation: choose Off, 30 days or 60 days. When you select a probation period, drop-off during probation is not counted and measurement starts once it ends. This shows how many employees leave after completing their probation.
The hatched part of a bar shows employees who have not been employed long enough to reach that milestone. They are therefore not yet included in the percentage.
Share still employed during the first year
This line chart shows the percentage of your new employees still employed after a given number of days, up to day 365. Below the chart, you can read the percentage still employed on day 365 and how many employees are included in the calculation.
Pay attention to the shape of the line. If it drops mainly in the first weeks, people leave quickly and investing in your onboarding pays off. If it drops evenly, employees leave spread across the whole first year.
Workforce development per month
This chart shows per month how many new members joined (green) and how many members left (red). The blue line shows the net result: positive means your workforce is growing, negative means it is shrinking. Hover over a month to see the exact numbers, as shown in the screenshot below.
Tip: do you see a large spike in new members in one month? That is often when your organisation rolled out Oneteam and invited all employees at once.
New employees dropping off (benchmark)
Here you compare the drop-off among your new employees after 30, 90 and 120 days with a reference group. Choose at the top which group you want to compare with:
Platform average: the average of all organisations on Oneteam.
Industry benchmark: the average of organisations in your sector, such as hospitality, retail or logistics.
Customers of similar size: the average of organisations with a similar number of employees.
A lower bar than the benchmark means your organisation loses fewer new employees than comparable organisations. Click the Explain button in the top right for a short, plain-language explanation of what the figures mean.
How quickly they first opened the app
This chart shows whether it matters how quickly new employees open the Oneteam app for the first time. New employees are grouped by when they first opened the app: on day 0 or 1, in the first week, in weeks 2 to 4, or not within 30 days. For each group, you see the percentage still employed after 120 days.
You will often see a clear difference between employees who did and did not open the app within 30 days. Employees who do not open the app in their first month leave much more often. That is why it matters that every new employee opens the app at least once in their first weeks. Below the chart, you can see how many new employees are included in the calculation.
Tip: make sure managers help new employees log in on their first working day, and send a reminder to employees who have not yet accepted their invitation.
120-day retention based on app usage in month 1
This chart looks not at when, but at how often new employees opened the app in their first month. They are grouped by the number of days they used the app: never, 1 to 3 days, 4 to 9 days, or 10 days or more. For each group, you see the percentage still employed after 120 days.
The biggest difference is between employees who never opened the app and those who did. Whether someone then uses the app a few times or very often matters less. The first login is therefore the most important moment to focus on.
Please note: this chart shows a relationship, not a cause. Employees who already plan to leave may also be less likely to open the app. Use the figures as a signal to give extra attention to new employees who have not opened the app yet.
How can you use these insights?
Compare communities or function groups to see where drop-off is highest.
Look at when employees mostly leave and plan extra attention at that moment, for example a check-in or a conversation with their manager.
Use a Welcome package to help new employees get off to a good start from day one.
Review the charts every quarter to see whether your actions are having an effect.
Feel free to reach out on the live chat if we can advise or help you with anything. 👉