Employee Turnover at Itransition Group
Contributions to staff retention at Itransition Group
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Itransition Group
WHO WE ARE: Itransition is a trusted global software development company with more than 20 years of professional experience. We deliver a full spectrum of software consulting and development services to clients from more than 40 countries across the globe ranging from SMBs to Fortune 500 enterpri...
What is "Avoidable" turnover?
Employee retention at Itransition Group 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, Itransition Group seems to be doing better than most of their immediate competitors.
What is driving turnover at Itransition Group?
Employee turnover at Itransition Group is primarily driven by employee seniority and company size. The average employee has less experience than the average employee at competing companies. 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. Itransition Group is small compared to other companies in its industry. Smaller businesses are more likely to keep their workers for a longer period of time. This is likely because they are able to provide a more supportive and accommodating work environment. Their employees are also more likely to feel appreciated and appreciated for their contributions. Smaller companies typically have a more informal atmosphere, which can be a draw for some workers. They may also be able to offer employees more autonomy and flexibility in how they work. This can lead to a more engaged, productive workforce. Large companies typically have more stringent culture and they may find it more difficult to keep employees.
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.