When it comes to your people strategy, HR benchmarking shows you how you really measure up. It’s the question every HR team ends up asking: How are we really doing? Not just in a vacuum — but compared to the rest of the industry. Are your turnover rates higher than the norm? Is your time-to-hire slower than it should be? Are some teams quietly crushing it while others struggle to keep up?
When HR benchmarking is done right, it gives you a clear view of where you stand, what’s working, and where to focus next. Let’s break down the basics — and how to get started without getting buried in data.
Not all benchmarking is created equal. Depending on what you’re trying to solve — a team-level issue, an industry-wide gap, or a strategic blind spot — the type of benchmarking you choose matters.
Here’s a breakdown of the four main types and how they help HR teams get smarter, faster:
HR benchmarking is only useful if you do something with it — otherwise, it’s just a very expensive spreadsheet. But when you put it to work, it becomes one of the smartest tools in your HR toolkit.
From performance gaps to strategic decisions, here’s how benchmarking helps you shape your workforce in ways that actually move the needle:
Benchmarking only works if the process behind it does. These five best practices will help you get real value from your data — not just another dusty dashboard.
Don’t collect data just to have it. Define what you’re trying to learn — whether it’s improving engagement, reducing turnover, or identifying gaps between teams. Use tools like pulse surveys to pinpoint issues early and guide your benchmarking efforts.
Focus on the numbers that matter most to your business goals — not just the ones that are easiest to measure. Think: turnover, time-to-fill, DEI representation, or internal mobility. Fewer, more focused metrics = better insights.
Garbage in, garbage out. Benchmarking depends on clean, consistent data. Standardize how you collect it and rely on trusted sources — both internal and external — to make sure you’re comparing the right metrics.
Respect employee and peer confidentiality, especially when sharing or sourcing external benchmarks. Following data privacy standards isn’t just good compliance — it builds trust and encourages others to share more meaningful insights.
Benchmarking isn’t a one-and-done project. Keep checking in, measuring progress, and adjusting based on real employee feedback. Tools, like Achievers’ Voice of Employee, make it easy to gather and act on feedback in real time — turning data into decisions, faster.
How recognition turns benchmarks into action
Benchmarking shows you what needs to change — but it won’t spark that change on its own. To actually move the needle, you need to reinforce the right behaviors across your organization. That’s where recognition comes in.
Let’s say your benchmarks show a dip in engagement or a spike in turnover. Recognition gives you a lever to pull immediately — reinforcing belonging, boosting motivation, and making great work more visible. And with Achievers, you can respond quickly — using recognition to drive the changes your benchmarks call for.
The hardest part of external benchmarking? Getting the data. A lot of it lives behind paywalls, privacy policies, or PowerPoints that never see the light of day. But with the right sources — and a little persistence — you can find what you need.
Here’s how to start:
HR benchmarking helps you see where you stand. Recognition helps you do something about it.
The smartest HR teams use benchmarking to surface what matters — then use recognition and rewards to reinforce the behaviors that move the needle. From boosting engagement to improving retention, it’s not just about measuring performance. It’s about shaping it. That’s where recognition comes in. By celebrating the right behaviors, you turn insights into action and momentum into lasting change.
Achievers makes it easy. With 2x the recognition frequency and proven impact on engagement, retention, and productivity, it’s the go-to recognition platform for teams that want to move the needle — not just measure it.
Because the best-run businesses don’t just track progress. They recognize it.
Want to get more from your HR data? Learn how to turn benchmarking into real business results
You’ve done the benchmarking — now shape the behavior
Written by
Rebecca Mattina
Discover how easy recognition can be with Achievers
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