Employee Turnover at Deutsche Bank
Contributions to staff retention at Deutsche Bank
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Deutsche Bank
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What is "Avoidable" turnover?
Employee retention at Deutsche Bank is unusually high compared to other similar companies. 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. That being said, Deutsche Bank seems to be doing better than most of their immediate competitors.
What is driving turnover at Deutsche Bank?
Employee turnover at Deutsche Bank is primarily driven by in-demand employee skills and employee seniority. The skills needed by employees at this company are not in high demand. Employers that require skills that are less in-demand experience lower turnover on average. Employers with a high turnover rate typically see a decline in productivity as well as a significant need for more training and development to keep employees from leaving in the first place. That said, if turnover is unpredictable or difficult to manage, depending on the role, it may be more cost-effective to simply replace departing employees with ones eager to find employment elsewhere. Its employees have been in their career for a longer period of time than average. 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.
Methodology
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%.
Disclaimer
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.