Employee Turnover at Intellias
Contributions to staff retention at Intellias
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Intellias
Intellias is a global technology partner to Fortune 500 enterprises and top-tier organizations, helping them accelerate their pace of sustainable digitalization. Intellias empowers businesses operating in Europe, the US, the MENA region, and the APAC region to embrace innovation at scale. The com...
What is "Avoidable" turnover?
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. In addition, turnover is known to be high in some industries and for some job types. So how much can a company actually do to improve retention? This differs from company to company but we estimate this number. For Intellias, we estimate average tenue could be increased by 193 days with effective retention programs. We base this number on a comparison of Intellias to other similar companies.
What is driving turnover at Intellias?
Employee turnover at Intellias is primarily driven by in-demand employee skills and employee seniority. Their employees are in high demand by other businesses. 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 Intellias have been with the company for a longer period of time than average. Employees who have been with the company for a longer period of time are less likely to leave than employees who have been with the company for a shorter period of time. There are a few possible reasons for this. First, employees who have been with the company for a longer period of time are likely to have developed a sense of loyalty to the company and its employees. Second, employees who have been with the company longer have found a way to contribute to their company in a way they find satisfying.
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.