Employee Turnover at Grid Dynamics Digital Team
Contributions to staff retention at Grid Dynamics Digital Team
About Grid Dynamics Digital Team
Grid Dynamics is a leading provider of technology consulting, agile co-creation and scalable engineering and data science services for Fortune 500 corporations undergoing digital transformation. We work in close collaboration with our clients on digital transformation initiatives that span strate...
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 Grid Dynamics Digital Team, we estimate average tenue could be increased by 253 days with effective retention programs. We base this number on a comparison of Grid Dynamics Digital Team to other similar companies.
What is driving turnover at Grid Dynamics Digital Team?
Employee turnover at Grid Dynamics Digital Team is primarily driven by in-demand employee skills and company size. This company is searching for employees with certain key skill sets that are 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. Grid Dynamics Digital Team is small compared to other companies in its industry. Employee turnover at smaller companies tends to be a bit lower after accounting for other factors that affect turnover. This can be in part due to smaller companies being able to offer more growth opportunities. It could also be due to large organizations hiring more junior and graduate-level workers that typically stay with a company for shorter durations.
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.