Employee Turnover at Grid Dynamics
Contributions to staff retention at Grid Dynamics
About Grid Dynamics
Grid Dynamics is a leading provider of technology consulting, agile co-creation and scalable engineering and data science services for Fortune 500 corporations undergoing digital transformation. We work in close collaboration with our clients on digital transformation initiatives that span strate...
What is "Avoidable" turnover?
Employee retention at Grid Dynamics 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, Grid Dynamics seems to be doing better than most of their immediate competitors.
What is driving turnover at Grid Dynamics?
Employee turnover at Grid Dynamics is primarily driven by in-demand employee skills and employee seniority. These employees are sought-after by employers. Employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired. Companies with lower in-demand employee skills typically have lower employee turnover. In other words, employees stay with these companies for a longer time, meaning that less talented employees are recruited and hired. The average employee at Grid Dynamics has more years of experience most of the other employees in the same industry. Higher-turnover companies often have less- stable workforces because their employees are more likely to leave for a variety of reasons, such as dissatisfaction with their job, a lack of opportunities for growth, or a feeling that their team is not supportive. In order to reduce employee turnover, you need to create a welcoming and motivating environment for your employees, offer competitive salaries and benefits, and create a work-life balance that matched worker needs.
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.