Employee Turnover at Revolut
Contributions to staff retention at Revolut
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Revolut
We are building the world’s first truly global financial superapp. In 2015, Revolut launched in the UK offering money transfer and exchange. Today, our 15 million customers around the world use dozens of Revolut’s innovative products to make more than 100 million transactions a month. Across ou...
What is "Avoidable" turnover?
Employee retention at Revolut 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, Revolut seems to be doing better than most of their immediate competitors.
What is driving turnover at Revolut?
Employee turnover at Revolut is primarily driven by in-demand employee skills and employee seniority. Their employees are in high demand by other businesses. In general, to increase employee retention, companies should focus on improving the skills of their in-demand employee groups. Areas where employees may need improvement include: leadership critical thinking problem solving communication developing relationships perspective taking creativity emotional intelligence. The employees at this company have been in their career for a longer period of time than average. Higher-turnover companies often have less- stable workforces because their employees are more likely to leave for a variety of reasons, such as dissatisfaction with their job, a lack of opportunities for growth, or a feeling that their team is not supportive. In order to reduce employee turnover, you need to create a welcoming and motivating environment for your employees, offer competitive salaries and benefits, and create a work-life balance that matched worker needs.
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.