Employee Turnover at Dell Technologies
Contributions to staff retention at Dell Technologies
About Dell Technologies
Dell Technologies is a unique family of businesses that provides the essential infrastructure for organizations to build their digital future, transform IT and protect their most important asset, information.
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 Dell Technologies, we estimate average tenue could be increased by 158 days with effective retention programs. We base this number on a comparison of Dell Technologies to other similar companies.
What is driving turnover at Dell Technologies?
Employee turnover at Dell Technologies is primarily driven by in-demand employee skills and company size. The skills this company needs are not scarce within the industry. Employees are more likely to stick around with a company that has fewer high-demand skills, since there is less competition for employees with such skills. Similarly, companies that focus on skills training for their employees are more likely to have low employee turnover. This is because employees stay with a company that they know is investing in their development, and they know that they have the opportunity to grow with the company. Overall, employee turnover is a common phenomenon, and it can be tough to combat. However, by focusing on skills development and training, companies can decrease the turnover rate and keep their employees happy and productive. Dell Technologies has a larger number of employees than average. Companies with fewer employees likely to retain workers and develop a loyal workforce. Employee turnover is often a measure of employee engagement. Engagement is the extent to which employees are satisfied with their job, their working conditions, and their co-workers. In general, companies with lower employee turnover are more likely to have high levels of employee engagement.
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.