Employee Turnover at ELEKS
Contributions to staff retention at ELEKS
ELEKS helps clients transform their businesses digitally by providing expert software engineering and consultancy services. We deliver high tech innovations to Fortune 500 companies, big enterprises and technology challengers, improving the ways they work and boosting the value they create for ...
What is "Avoidable" turnover?
Employee retention at ELEKS 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. ELEKS 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 ELEKS?
Employee turnover at Eleks is primarily driven by employee seniority and in-demand employee skills. The employees at this company are relatively early in their careers in comparison to the industry average. Junior employees tend to leave a company more frequently for higher-paying jobs with more prestige or for more congenial work environments. This company is looking for employees who have the skills and abilities that are in high demand by their competitors. In general, to increase employee retention, companies should focus on improving the skills of their in-demand employee groups. Areas where employees may need improvement include: leadership critical thinking problem solving communication developing relationships perspective taking creativity emotional intelligence.
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.