Employee Turnover at TemplateMonster.com

Mean employee tenure
Implied Annual Turnover
pp. lower than the industry average

Contributions to staff retention at TemplateMonster.com

Company Age

20 yr

Company Size

246 empl.

Mean Seniority

3.1K days






529.9 days

About TemplateMonster.com

Buy & sell on TemplateMonster.com, large digital marketplace with wide choice of website themes, premium-quality graphics, stunning presentation templates and visuals for online marketing campaigns! 🔹Buy your digital items from different authors: https://www.templatemonster.com/?utm_source=link...

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What is "Avoidable" turnover?

Employee retention at TemplateMonster.com 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, TemplateMonster.com seems to be doing better than most of their immediate competitors.

What is driving turnover at TemplateMonster.com?

Employee turnover at Templatemonster.Com is primarily driven by in-demand employee skills and company size. The employees are not as in-demand as employees at other companies. Employees are more likely to stay with a company with low in-demand skills, as they are not likely to find a better job elsewhere. Employees with higher in-demand skills are typically more likely to leave a company for other reasons, such as wanting to move to a new location or to take on a new challenge. Therefore, a company with high in-demand skills is more likely to have a high employee turnover rate. TemplateMonster.com has fewer employees than average companies in our database. Companies with fewer employees likely to retain workers and develop a loyal workforce. Employee turnover is often a measure of employee engagement. Engagement is the extent to which employees are satisfied with their job, their working conditions, and their co-workers. In general, companies with lower employee turnover are more likely to have high levels of employee engagement.


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.