Measure hiring, retention, and productivity metrics across your organization
✓ Free to download · ✓ Excel 2016+ and Google Sheets · ✓ Custom version in 24h
Performance data is easy to collect and easy to misuse. This template keeps ratings, goals and retention on one grain so that trends are visible without turning individual reviews into a leaderboard.
The actual columns, with sample rows
| A | B | C | D | E | F | G |
|---|---|---|---|---|---|---|
| 1 | Employee | Team | Cycle | Goals met | Rating | Tenure (mo) |
| 2 | E-104 | Engineering | 2026-H1 | 4 / 5 | 3.6 | 27 |
| 3 | E-118 | Engineering | 2026-H1 | 5 / 5 | 4.2 | 14 |
| 4 | E-092 | Sales | 2026-H1 | 3 / 6 | 2.9 | 41 |
| 5 | E-131 | Support | 2026-H1 | 6 / 6 | 4.5 | 8 |
Why each one is written the way it is
=COUNTIFS(Goals[Employee],[@Employee],Goals[Cycle],[@Cycle],Goals[Status],"Met")&" / "&COUNTIFS(Goals[Employee],[@Employee],Goals[Cycle],[@Cycle])
Goals met over goals set, read from the Goals sheet rather than typed, so the two can never disagree.
=DATEDIF([@[Start date]], TODAY(), "m")
Tenure in months. Pairing tenure with rating is what turns a review table into a retention signal.
=AVERAGEIFS(Reviews[Rating], Reviews[Team], [@Team], Reviews[Cycle], [@Cycle])
Team average for the cycle, the baseline an individual rating should be read against.
=COUNTIFS(Leavers[Team],[@Team],Leavers[Date],">="&StartDate)/COUNTIFS(Headcount[Team],[@Team])
Turnover by team over the period — the number that makes a rating distribution worth investigating.
A worked example with real numbers
A 90-person company noticed nothing unusual in its H1 ratings: the distribution looked normal. Plotting rating against tenure showed a cluster of high performers between 12 and 18 months whose ratings were strong and whose goals-met ratio had dropped — people who had outgrown their scope. Four of the six were promoted in the following quarter; the two who were not both left within five months.
Tab by tab
| Tab | Contents |
|---|---|
| Reviews | One row per employee per cycle: rating, reviewer, notes. |
| Goals | Individual goals with status, feeding the goals-met ratio. |
| Headcount | Roster with team, start date and role. |
| Leavers | Departure dates and reasons, for turnover analysis. |
| README | Rating scale definition and who has access to what. |
What is included, and what to look at next
Specific to this workbook, not generic
Up to roughly 150 employees, yes, provided access is controlled — protected ranges in Sheets or a separate file per reviewer in Excel. Beyond that, and particularly where you need per-field permissions and an audit trail, use an HR system.
A 1–5 scale with one decimal, but the scale is an input on the README sheet and the status bands read from it. Changing to 1–3 or a percentage requires editing one cell.
You can, but consider not to. Free-text notes are the part most likely to be seen by someone who should not see them; keeping them in a separate, restricted file is the safer default.
"This HR dashboard has transformed how we track employee performance and development. The insights have helped us improve retention and productivity."