Employee Turnover at Godel Technologies Europe
Contributions to staff retention at Godel Technologies Europe
About Godel Technologies Europe
Godel is a leading, next-generation technology partner, combining its unique agile delivery approach with some of the most exceptional software engineering talents in Europe. Businesses select Godel as their nearshore partner of choice to help fulfil their growing requirements and provide a lead ...
What is "Avoidable" turnover?
Employee retention at Godel Technologies Europe 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, Godel Technologies Europe seems to be doing better than most of their immediate competitors.
What is driving turnover at Godel Technologies Europe?
Employee turnover at Godel Technologies Europe 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. Companies that require fewer highly sought after skills have lower turnover. These companies are able to attract and retain employees who possess the necessary skills more easily. Godel Technologies Europe is a smaller company. Smaller companies tend to have a higher employee morale and turnover rates are lower because they are able to provide a better tailored work-life balance for their employees. Furthermore, employees are often given more autonomy and are able to work on projects they are interested in.
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.