Employee Turnover at Dev.Pro
Contributions to staff retention at Dev.Pro
Dev.Pro helps innovative technology companies scale their business by leveraging our software engineering expertise to support them every step of the way. It was founded by entrepreneurs and technologists, with the goal of helping technology-driven companies to develop their innovative software ...
What is "Avoidable" turnover?
Employee retention at Dev.Pro very similar compared to other similar companies. While retention is impacted by many factors. A lot of those factors are outside the control of the company. For example, factors like company size, industry, or required skills cannot be easily changed. Dev.Pro has an employee retention rate that is comparable to others with the same fixed attributes. Which suggests they may not be able to do much to change how long workers stay with them.
What is driving turnover at Dev.Pro?
Employee turnover at Dev.Pro 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. 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. Dev.Pro is small compared to other companies in its industry. Smaller businesses are more likely to keep their workers for a longer period of time. This is likely because they are able to provide a more supportive and accommodating work environment. Their employees are also more likely to feel appreciated and appreciated for their contributions. Smaller companies typically have a more informal atmosphere, which can be a draw for some workers. They may also be able to offer employees more autonomy and flexibility in how they work. This can lead to a more engaged, productive workforce. Large companies typically have more stringent culture and they may find it more difficult to keep employees.
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.