Ten companies with high employee retention and why

Veeam Software

Mean tenure: 6 yr.

Employee turnover at Veeam Software is primarily driven by in-demand employee skills and employee seniority. The skills needed by employees at this company are not in high demand. Employee turnover is lower at companies that employs skills that are in lower demand. Some of the most in-demand employee skills include: 1. Customer service skills 2. Problem solving skills 3. Leadership skills 4. Technical skills 5. Social skills. The employees at Veeam Software have been with the company for a longer period of time than average. Higher-turnover companies often have less- stable workforces because their employees are more likely to leave for a variety of reasons, such as dissatisfaction with their job, a lack of opportunities for growth, or a feeling that their team is not supportive. In order to reduce employee turnover, you need to create a welcoming and motivating environment for your employees, offer competitive salaries and benefits, and create a work-life balance that matched worker needs.

SolarWinds

Mean tenure: 5.8 yr.

Employee turnover at Solarwinds is primarily driven by in-demand employee skills and employee seniority. While there are many skills required by this company, the pool of employees with those skills is larger than average. In general, to increase employee retention, companies should focus on improving the skills of their in-demand employee groups. Areas where employees may need improvement include: leadership critical thinking problem solving communication developing relationships perspective taking creativity emotional intelligence. The typical employees have been with the company for a longer time than most. Employees with more experience tend to leave the company less often than their less experienced coworkers. This could be because employees who have been with the company for a longer time are likely to have a better understanding of the company's culture and the expectations that are expected of them.

Red Hat

Mean tenure: 5.8 yr.

Employee turnover at Red Hat is primarily driven by in-demand employee skills and employee seniority. The skills and experience required for many positions at this company are not in high demand. Employee turnover differs significantly between employee groups with different skills sets. Employees with skills that are in hight demand, like software engineering, typically stay with a company for less time than employees in, say, operations or finance. Their employees have more years of experience than average. The employees with the least experience leave the company more frequently than the employees with the most experience. There are a few reasons why this might be the case. First, junior employees may be more likely to feel unhappy in their job and be eager to find a new one. Finally, junior employees may have less opportunity to have an impact on the company, which could lead to feelings of frustration and unhappiness.

HelloFresh

Mean tenure: 4.6 yr.

Employee turnover at Hellofresh is primarily driven by employee seniority and in-demand employee skills. The employees in this company have had more experience and are more experienced than the average employee. The employees with less experience and those with less expertise tend to leave a company more frequently. Seniority, in and of itself, is not necessarily a reliable predictor of employee turnover, but it can be one factor that contributes to it. If you want to reduce your employee turnover rate, you'll need to consider a variety of factors, including your employee's profiles, the company culture, and the benefits and rewards your employees receive. Additionally, you'll need to create a workplace environment that is attractive and appealing to current and potential employees. This company relies on skilled employees to achieve its goals. Employee turnover differs significantly between employee groups with different skills sets. Employees with skills that are in hight demand, like software engineering, typically stay with a company for less time than employees in, say, operations or finance.

Danske Bank

Mean tenure: 5.7 yr.

Employee turnover at Danske Bank is primarily driven by employee seniority and in-demand employee skills. The employees at this company have had more experience than the average employee at other companies. Less experienced employees tend to leave an organization more frequently than their more experienced counterparts. Theoretically, this is attributable to two factors: less experienced employees may be more likely to feel dissatisfied with their job or the company's culture. Additionally, as employees become more experienced, they may be more likely to feellike they are able to contribute significantly to the team or organization. If they feel they cannot bring value to their organization, they are likely to look for new opportunities. The skills and experience required for many positions at this company are not in high demand. Employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired. Companies with lower in-demand employee skills typically have lower employee turnover. In other words, employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired.

Tietoevry

Mean tenure: 5.5 yr.

Employee turnover at Tietoevry is primarily driven by in-demand employee skills and employee seniority. While there are many skills required by this company, the pool of employees with those skills is larger than average. Employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired. Companies with lower in-demand employee skills typically have lower employee turnover. In other words, employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired. Their employees have more years of experience than average. Junior employees tend to leave a company more frequently for higher-paying jobs with more prestige or for more congenial work environments.

Employee turnover at Unicorn is primarily driven by in-demand employee skills and employee seniority. The skills this company needs are not scarce within the industry. Employee turnover differs significantly between employee groups with different skills sets. Employees with skills that are in hight demand, like software engineering, typically stay with a company for less time than employees in, say, operations or finance. The average employee at Unicorn has more years of experience most of the other employees in the same industry. The employees who are most experienced and knowledgeable about the company's business tend to leave less often. There are many reasons why employees may leave a company. Some employees may feel that they no longer have a place in the company's future, while others may feel that they are not given the opportunity to grow in their careers. Others may simply find a new job that they enjoy more. However, increased employee turnover can also be caused by factors beyond the employee's control. For example, a company's salary and benefits may not be competitive enough with those of other employers, or the work schedule may be too demanding.

NetSuite

Mean tenure: 5.5 yr.

Employee turnover at Netsuite is primarily driven by in-demand employee skills and employee seniority. The skills needed by employees at this company are not in high demand. Employee turnover differs significantly between employee groups with different skills sets. Employees with skills that are in hight demand, like software engineering, typically stay with a company for less time than employees in, say, operations or finance. The employees at this company have been in their career for a longer period of time than average. Higher-turnover companies often have less- stable workforces because their employees are more likely to leave for a variety of reasons, such as dissatisfaction with their job, a lack of opportunities for growth, or a feeling that their team is not supportive. In order to reduce employee turnover, you need to create a welcoming and motivating environment for your employees, offer competitive salaries and benefits, and create a work-life balance that matched worker needs.

Plarium

Mean tenure: 5.5 yr.

Employee turnover at Plarium is primarily driven by company size and in-demand employee skills. This company has fewer employees than average companies in its industry. Smaller organizations are less likely to experience high levels of employee turnover and to have to replace key employees frequently. A company with a smaller staff is likely to have a smaller pool of potential replacements, which would make turnover more painful. Additionally, the smaller company may have a more intimate and supportive work environment, which would also help to keep employees from looking for new jobs. These employees are sought-after by employers. Employee turnover is lower at companies that employs skills that are in lower demand. Some of the most in-demand employee skills include: 1. Customer service skills 2. Problem solving skills 3. Leadership skills 4. Technical skills 5. Social skills.

DataArt

Mean tenure: 5.2 yr.

Employee turnover at Dataart is primarily driven by employee seniority and country category. The typical employees have been with the company for a longer time than most. Employees who have been with a company for a longer time are more likely to leave than employees who have been with the company for a shorter time. There are a few reasons why this might be the case. First, employees who have been with a company for a longer time may be more settled in their roles and may not be as excited about the prospect of leaving their job. Second, employees who have been with the company for a longer time may be more jaded about their chances of finding a new job and may be less likely to be enthusiastic about the opportunity to work for a new company.