Employee Turnover at Infosys
Contributions to staff retention at Infosys
Infosys is a global leader in next-generation digital services and consulting. We enable clients in more than 50 countries to navigate their digital transformation. With over three decades of experience in managing the systems and workings of global enterprises, we expertly steer our clients thro...
What is "Avoidable" turnover?
Employee retention at Infosys 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, Infosys seems to be doing better than most of their immediate competitors.
What is driving turnover at Infosys?
Employee turnover at Infosys is primarily driven by in-demand employee skills and company size. The skills needed by employees at this company are not in high demand. Employees are more likely to stick around with a company that has fewer high-demand skills, since there is less competition for employees with such skills. Similarly, companies that focus on skills training for their employees are more likely to have low employee turnover. This is because employees stay with a company that they know is investing in their development, and they know that they have the opportunity to grow with the company. Overall, employee turnover is a common phenomenon, and it can be tough to combat. However, by focusing on skills development and training, companies can decrease the turnover rate and keep their employees happy and productive. Infosys is larger in terms of number of employees compared to industry average. Smaller organizations are less likely to experience high levels of employee turnover and to have to replace key employees frequently. A company with a smaller staff is likely to have a smaller pool of potential replacements, which would make turnover more painful. Additionally, the smaller company may have a more intimate and supportive work environment, which would also help to keep employees from looking for new jobs.
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.