Employee Turnover at Barclays Corporate & Investment Bank
Contributions to staff retention at Barclays Corporate & Investment Bank
About Barclays Corporate & Investment Bank
Barclays Corporate & Investment Bank deploys capital and intelligence to help our clients solve some of the most pressing issues facing businesses, markets and economies. The Corporate and Investment Bank is comprised of the Investment Banking, Corporate Banking, Global Markets and Research busi...
What is "Avoidable" turnover?
Employee turnover is normal. Employees come and go for many reasons, including personal reasons and reasons that have nothing to do with a specific company. In addition, turnover is known to be high in some industries and for some job types. So how much can a company actually do to improve retention? This differs from company to company but we estimate this number. For Barclays Corporate & Investment Bank, we estimate average tenue could be increased by 404 days with effective retention programs. We base this number on a comparison of Barclays Corporate & Investment Bank to other similar companies.
What is driving turnover at Barclays Corporate & Investment Bank?
Employee turnover at Barclays Corporate & Investment Bank is primarily driven by in-demand employee skills and employee seniority. Barclays Corporate & Investment Bank has lower than average in-demand employee skills. Companies with high in-demand employee skills typically have higher employee turnover. This means that it is more difficult to find new employees with the skills required by the company. Barclays Corporate & Investment Bank has higher than average employee seniority. Companies with high employee seniority typically have lower employee turnover. This means that more senior employees are more likely to stay with the company for an extended period of time, which can lead to increased productivity and a lower cost of replacement.
The numbers reported here are based on statistical analysis of publicly available employment data of current and past employees of the company. We determine mean tenure based on how long past employees have stayed at the company and how long current employees have been employed. We determine the annual turnover percentage as (1/tenure * 100). We analyse a sample of the employees at a company. We make an effort to sample in a representative way but some bias is unavoidable. Some types of employees may be overrepresented in our sample based on their job, their online activity, and their geographic location. We expect our number to have a confidence interval of approximately 1 year. In other words, if the mean tenure reported is 4 years, the true value lies between 3 and 5 with 98% confidence. Similarly if the average turnover reported is 20% we expect the true value to be between 15% and 25%.
We make an effort to report accurate information and to be transparent regarding our methodology. However, we make no warranty of any kind as to the accuracy of these reports. Use at your own risk. If you feel that any of the information reported here is inaccurate for any reason, please let us know.