Employee Turnover at EvoPlay
Contributions to staff retention at EvoPlay
EvoPlay — leading developer of integrated products and solutions for the online gaming industry. Based on many years of experience in the segment of online entertainment, we have designed and developed a set of products designed for the creation and effective management of gaming systems. Thanks ...
What is "Avoidable" turnover?
Employee retention at EvoPlay 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, EvoPlay seems to be doing better than most of their immediate competitors.
What is driving turnover at EvoPlay?
Employee turnover at Evoplay is primarily driven by in-demand employee skills and employee seniority. These employees are in high demand within the workforce. 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 employees at this company have been with the company for a shorter period of time than the average employee in the same industry. The employees with the least experience leave the company more frequently than the employees with the most experience. There are a few reasons why this might be the case. First, junior employees may be more likely to feel unhappy in their job and be eager to find a new one. Finally, junior employees may have less opportunity to have an impact on the company, which could lead to feelings of frustration and unhappiness.
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.