Employee Turnover at Facebook
Contributions to staff retention at Facebook
The Facebook company is now Meta. Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is movi...
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 Facebook, we estimate average tenue could be increased by 456 days with effective retention programs. We base this number on a comparison of Facebook to other similar companies.
What is driving turnover at Facebook?
Employee turnover at Facebook is primarily driven by employee seniority and employer brand reputation. The average employee at Facebook has more years of experience most of the other employees in the same industry. The employees who are most experienced and knowledgeable about the company's business tend to leave less often. There are many reasons why employees may leave a company. Some employees may feel that they no longer have a place in the company's future, while others may feel that they are not given the opportunity to grow in their careers. Others may simply find a new job that they enjoy more. However, increased employee turnover can also be caused by factors beyond the employee's control. For example, a company's salary and benefits may not be competitive enough with those of other employers, or the work schedule may be too demanding. Candidates may not have a positive opinion of this company. Companies with strong brands are more likely to be searched for by other employers when they are looking for new talent. This means that they are more likely to have a high level of employee turnover, which leads to a potentially lower level of productivity.
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.