Employee Turnover at Siemens
Contributions to staff retention at Siemens
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Siemens
Siemens is a technology company focused on industry, infrastructure, mobility, and healthcare. Creating technologies for more resource-efficient factories and resilient supply chains to smarter buildings and grids, to cleaner, comfortable transportation and advanced healthcare, the company empowe...
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 Siemens, we estimate average tenue could be increased by 231 days with effective retention programs. We base this number on a comparison of Siemens to other similar companies.
What is driving turnover at Siemens?
Employee turnover at Siemens is primarily driven by in-demand employee skills and company size. The skills and experience required for many positions at this company are not in high demand. Employee turnover is lower at companies that employs skills that are in lower demand. This is because such employees are less likely to be poached by competitors and have fewer opportunities to leave for other jobs. They have a large workforce. Smaller businesses are more likely to keep their workers for a longer period of time. This is likely because they are able to provide a more supportive and accommodating work environment. Their employees are also more likely to feel appreciated and appreciated for their contributions. Smaller companies typically have a more informal atmosphere, which can be a draw for some workers. They may also be able to offer employees more autonomy and flexibility in how they work. This can lead to a more engaged, productive workforce. Large companies typically have more stringent culture and they may find it more difficult to keep employees.
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.