Employee Turnover at Nokia
Contributions to staff retention at Nokia
At Nokia, we create technology that helps the world act together. As a trusted partner for critical networks, we are committed to innovation and technology leadership across mobile, fixed and cloud networks. We create value with intellectual property and long-term research, led by the award-winn...
What is "Avoidable" turnover?
Employee retention at Nokia 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. Nokia 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 Nokia?
Employee turnover at Nokia is primarily driven by employee seniority and company size. The employees at this company are more junior than average. Employees who have been with a company for a longer time are more likely to leave than employees who have been with the company for a shorter time. There are a few reasons why this might be the case. First, employees who have been with a company for a longer time may be more settled in their roles and may not be as excited about the prospect of leaving their job. Second, employees who have been with the company for a longer time may be more jaded about their chances of finding a new job and may be less likely to be enthusiastic about the opportunity to work for a new company. Nokia is a large company. Companies with fewer employees likely to retain workers and develop a loyal workforce. Employee turnover is often a measure of employee engagement. Engagement is the extent to which employees are satisfied with their job, their working conditions, and their co-workers. In general, companies with lower employee turnover are more likely to have high levels of employee engagement.
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.