Employee Turnover at MERA
Contributions to staff retention at MERA
In 2019, an outsourced software services provider MERA became part of Orion Innovation, assuming a leading role in digital product development within the combined entity. Orion Innovation is a global business and technology services firm that provides business solutions rooted in Digital Strateg...
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 MERA, we estimate average tenue could be increased by 217 days with effective retention programs. We base this number on a comparison of MERA to other similar companies.
What is driving turnover at MERA?
Employee turnover at Mera is primarily driven by in-demand employee skills and employee seniority. While there are many skills required by this company, the pool of employees with those skills is larger than average. Employees are more likely to stick around with a company that has fewer high-demand skills, since there is less competition for employees with such skills. Similarly, companies that focus on skills training for their employees are more likely to have low employee turnover. This is because employees stay with a company that they know is investing in their development, and they know that they have the opportunity to grow with the company. Overall, employee turnover is a common phenomenon, and it can be tough to combat. However, by focusing on skills development and training, companies can decrease the turnover rate and keep their employees happy and productive. The employees at this company are relatively early in their careers in comparison to the industry average. The employees with the least experience leave the company more frequently than the employees with the most experience. There are a few reasons why this might be the case. First, junior employees may be more likely to feel unhappy in their job and be eager to find a new one. Finally, junior employees may have less opportunity to have an impact on the company, which could lead to feelings of frustration and unhappiness.
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.