Employee Turnover at EPAM Systems
Contributions to staff retention at EPAM Systems
About EPAM Systems
Since 1993, EPAM Systems, Inc. (NYSE: EPAM) has leveraged its advanced software engineering heritage to become the foremost global digital transformation services provider – leading the industry in digital and physical product development and digital platform engineering services. Through its inn...
What is "Avoidable" turnover?
Employee retention at EPAM Systems 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, EPAM Systems seems to be doing better than most of their immediate competitors.
What is driving turnover at EPAM Systems?
Employee turnover at Epam Systems is primarily driven by company size and in-demand employee skills. EPAM Systems has a larger number of employees than average. Smaller companies have a lower rate of employees leaving the company. These companies might be able to keep better track of employee morale and get ongoing feedback from employees more easily. On the other hand, companies with higher company size typically have a higher rate of employee turnover. These companies might be more dispersed geographically and have fewer opportunities for employees to feel like they have a positive connection to the company. Their employees are in high demand by other businesses. Employers with lower in-demand employee skills typically have lower employee turnover. Employees are more likely to stick around if their job is not too stressful or if they are well-liked by their colleagues. With less stress in their lives, employees are more likely to be content with their job and stay with the company for a longer period of time. Additionally, if the employees do leave, it is likely for more interesting job opportunities.
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.