Employee Turnover at Star
Contributions to staff retention at Star
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Star
Star is a global technology company that connects strategy, design and engineering services and helps companies to accelerate their product innovation. We support our customers every step of the co-creation way — from ideation and concept crafting to full-stack development and putting solutions ...
What is "Avoidable" turnover?
Employee retention at Star 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, Star seems to be doing better than most of their immediate competitors.
What is driving turnover at Star?
Employee turnover at Star is primarily driven by in-demand employee skills and employee seniority. This organization is known for drawing talent who are great at specialized tasks. 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 have had more experience than the average employee across industries. Employees who have been with the company for a longer period of time are less likely to leave than employees who have been with the company for a shorter period of time. There are a few possible reasons for this. First, employees who have been with the company for a longer period of time are likely to have developed a sense of loyalty to the company and its employees. Second, employees who have been with the company longer have found a way to contribute to their company in a way they find satisfying.
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.