HR reporting and analytics for Modular kitchen dealers: remeasures, snag lists and leavers
A kitchen dealer can tell how many kitchens were sold last month but not how many needed rework. A few simple people and project figures show where time and goodwill are lost.
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Share your requirementsWhy HR reporting and analytics matters in modular kitchen dealers
Sales are tracked closely in a dealership, but the staff side is not. The owner senses that one measurer makes more errors, that snag lists are long in one area, or that a certain designer loses crews' time with late changes. These are guesses. When a good designer leaves, nobody can say what the designer was handling or how the projects were going.
A small set of figures changes the conversation. Projects by stage, remeasures, snag lists open by age, delays by cause, and staff changes by role. A single sheet reviewed every fortnight is enough. It need not be clever, but it should be honest and shared with the people who can act on it.
How to set it up
1. Choose six figures
Kitchens by stage, remeasures, snags open over a week, delays and their cause, designer bookings and staff leavers by role. Write what each means in a line.
2. Fix who records what
The coordinator updates stage and delay, the supervisor snags, the manager staff changes. One owner per figure makes it reliable.
3. Review every fortnight
A thirty minute meeting with designers, coordinator and supervisors. Look at the sheet, pick the biggest problem and agree one action.
4. Look for causes, not culprits
If remeasures are high, ask whether it is the tool, the time given or the training. Fix the system first, then talk to individuals.
5. Add people figures after a quarter
Once the project figures are steady, add leavers, absence and training. Pair them with project figures, using the HR process consulting to link them to action.
Check these first
Before changing anything, find out what is true today. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- Ask the coordinator how many kitchens are in each stage right now and see how long it takes to answer.
- Find the average age of the open snag lists and the oldest.
- Check whether delays are recorded with a cause, or only as a date.
- Look at whether staff leavers are counted by role and reason.
GullyHR can do this with you. Read how we approach HR reporting and analytics in general, or share your requirements and we will tell you where to start.
Questions owners ask
Leavers by role in the last twelve months. It shows where the business is losing skill, and needs only a list of names and dates that most dealers already hold.
Not at the start. A shared sheet with one row per kitchen is enough for several dealers. Move to something more elaborate only when the sheet becomes a constraint.
Start each review with causes, agree that errors reported honestly are safe and show that the figures lead to better tools and training, not only to warnings.
We set up the interview and hiring process for modular kitchen dealers
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.