Employee Turnover at Luxoft
Contributions to staff retention at Luxoft
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Luxoft
Luxoft, a DXC Technology Company (NYSE: DXC), is a digital strategy and software engineering firm providing bespoke technology solutions that drive business change for customers the world over. Acquired by U.S. company DXC Technology in 2019, Luxoft is a global operation in 44 cities and 21 count...
What is "Avoidable" turnover?
Employee retention at Luxoft 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, Luxoft seems to be doing better than most of their immediate competitors.
What is driving turnover at Luxoft?
Employee turnover at Luxoft is primarily driven by employer brand reputation and company size. Employees generally like their job and think highly of the company's values. Employees are more likely to stay with a company with a good employer brand reputation than with a company with a poor employer brand reputation. This is because a good employer brand reputation makes employees feel appreciated and valued, which in turn fosters a strong connection between the employee and the company. However, employees at companies with strong reputations are also likely to be poached by competitors. They have a large workforce. 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.