Employee Turnover at Microsoft
Contributions to staff retention at Microsoft
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What is "Avoidable" turnover?
Employee retention at Microsoft very similar compared to other similar companies. While retention is impacted by many factors. A lot of those factors are outside the control of the company. For example, factors like company size, industry, or required skills cannot be easily changed. Microsoft has an employee retention rate that is comparable to others with the same fixed attributes. Which suggests they may not be able to do much to change how long workers stay with them.
What is driving turnover at Microsoft?
Employee turnover at Microsoft is primarily driven by in-demand employee skills and company size. The skills this company needs are not scarce within the industry. 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. Microsoft is larger than the average company in our database. A company with low employee turnover is more likely to have a loyal, consistent workforce. This is in contrast to a company with high employee turnover, which can be more difficult to manage and can lead to a loss of skilled workers.
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.