Employee Turnover at EY
Contributions to staff retention at EY
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About EY
EY exists to build a better working world, helping create long-term value for clients, people and society and build trust in the capital markets. Enabled by data and technology, diverse EY teams in over 150 countries provide trust through assurance and help clients grow, transform and operate. ...
What is "Avoidable" turnover?
Employee retention at EY 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, EY seems to be doing better than most of their immediate competitors.
What is driving turnover at EY?
Employee turnover at Ey is primarily driven by employee seniority and company size. The employees at EY are less experienced than the average company. Junior employees tend to leave a company more frequently for higher-paying jobs with more prestige or for more congenial work environments. EY is a larger company than most of the companies in its industry. Businesses with a smaller workforce tend to have more loyal employees. Large companies, on the other hand, typically have a high employee turnover rate because there are more opportunities for employees to leave and find a new job.
Methodology
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%.
Disclaimer
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.