Using your Retain Insights page

Retain Insights provides a data-driven look at what happens after the hire — from how long employees stay to how well they’re supported during onboarding. These reports help you identify retention patterns, uncover areas for improvement, and guide yourself toward building stronger, more sustainable teams.

Retain Insights’ metrics shift the conversation away from just making hires and toward keeping great hires longer, one of the most effective and cost-efficient strategies for growing a business.

To access your Retain Insights page, click the Insights tab in your top navigation bar and then click Retain in the left navigation bar.

Retain Insights is divided into three sections:

• Employee Retention
  
• Employee Overview
  
• Task Usage
  

Employee Retention: Are new employees staying long enough to succeed?

These metrics help you identify patterns and opportunities to improve onboarding and early engagement.

• 90 Day New Hire Retention Rate: The percentage of new hires who were retained beyond the first 90 days.
  • This report only includes new hires who have a start date listed in CareerPlug.
  • This is a critical benchmark for long-term employee success.
• Retention Rate by Tenure Milestone: The percentage of new hires who were retained beyond the following milestones: First 90 Days, First 6 Months, 1 Year, and 2 Years.
  • This report only includes new hires who have a start date listed in CareerPlug.
• Average Employee Tenure at Termination: The average length of time (in months) that employees were employed at the time of termination.
  • This report excludes new hires still in their first 90 days.

Employee Overview: What does my current workforce look like?

These metrics provide a simple but powerful snapshot of the health of your workforce.

• Current Employees: The number of current employees.
  • Current Employees by Type: This report tracks the same data as above but split up by tenure: New Hires (1-90 days), Tenured Employees (90+ days), or Without a Start Date.
• New Hires: The number of employees who were hired in the last 90 days.
• Former Employees: The number of employees with a “Former” employment status.

Task Usage: Am I onboarding and engaging employees effectively?

These reports help you ensure employees aren’t just hired and forgotten; they’re properly onboarded and supported from day one. This section tracks your account's adoption of CareerPlug’s workflows, which can be used to onboard, engage, promote, and offboard employees.

• Employees: The number of employees — regardless of employment status.
• Employees with Assigned Tasks: The number of employees who currently have assigned workflow tasks.
• Managers of Assigned Employees: The number of managers of employees with assigned workflow tasks.
• Tasks Assigned: The number of workflow tasks assigned to employees.
• Open Tasks: The number of open (i.e., not started or in-progress) workflow tasks assigned to employees.
• Completed Tasks: The number of completed workflow tasks assigned to employees.
• Tasks Overdue: The number of overdue workflow tasks assigned to employees.
• Tasks by Status: The number of workflow tasks assigned to employees, broken down by task status (open, completed, or overdue).

How can I leverage Retain Insights?

Employee retention doesn’t just happen; it’s the result of intentional onboarding, consistent management, and meaningful engagement. Use the following best practices to help interpret this data, identify opportunities, and guide yourself toward faster, smarter, and more successful retention outcomes.

• Monitor the 90-day retention rate regularly: A strong 90-day retention rate is a leading indicator of long-term employee success and a sign of a strong onboarding process.
  • Improving this is often more cost-effective than increasing applicant volume.
• Check for manager assignments: Ensure every employee has an assigned manager; it’s a simple but crucial factor in long-term retention.
• Watch for turnover spikes: An increase in former employees can indicate job satisfaction issues or the need for a change in leadership — especially if it continues to trend upward.
• Review task completion rates regularly: A growing rate of incomplete or overdue tasks can indicate confusion or disengagement in your workflows.
• Use overdue task data as a coaching opportunity: If you have a consistently high rate of overdue workflow tasks, that may signal a need for training or support resources.