Employee Turnover at Svitla Systems, Inc.
Contributions to staff retention at Svitla Systems, Inc.
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Svitla Systems, Inc.
Svitla Systems is a global trusted IT solutions company headquartered in California, with business and development offices throughout the US, Latin America, Europe, and Asia. Since 2003, Svitla has served a wide range of customers ranging from innovative startups in Silicon Valley to large corp...
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 Svitla Systems, Inc., we estimate average tenue could be increased by 219 days with effective retention programs. We base this number on a comparison of Svitla Systems, Inc. to other similar companies.
What is driving turnover at Svitla Systems, Inc.?
Employee turnover at Svitla Systems, Inc. is primarily driven by in-demand employee skills and company size. This company has jobs with skills that are in high demand by employers across industries. Employers that require skills that are less in-demand experience lower turnover on average. Employers with a high turnover rate typically see a decline in productivity as well as a significant need for more training and development to keep employees from leaving in the first place. That said, if turnover is unpredictable or difficult to manage, depending on the role, it may be more cost-effective to simply replace departing employees with ones eager to find employment elsewhere. Svitla Systems, Inc. is a smaller company. Smaller organizations are less likely to experience high levels of employee turnover and to have to replace key employees frequently. A company with a smaller staff is likely to have a smaller pool of potential replacements, which would make turnover more painful. Additionally, the smaller company may have a more intimate and supportive work environment, which would also help to keep employees from looking for new jobs.
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.