Employee Turnover at UBS
Contributions to staff retention at UBS
From gaining new experiences in different roles to acquiring fresh knowledge and skills – at UBS we believe that you should never stop growing and learning because life never stops teaching. We know that it's our people – with their unique backgrounds, skills, experience levels and interests – wh...
What is "Avoidable" turnover?
Employee retention at UBS very similar compared to other similar companies. While retention is impacted by many factors. A lot of those factors are outside the control of the company. For example, factors like company size, industry, or required skills cannot be easily changed. UBS has an employee retention rate that is comparable to others with the same fixed attributes. Which suggests they may not be able to do much to change how long workers stay with them.
What is driving turnover at UBS?
Employee turnover at Ubs is primarily driven by employee seniority and in-demand employee skills. Their employees have more years of experience than average. Employees with more experience tend to leave the company less often than their less experienced coworkers. This could be because employees who have been with the company for a longer time are likely to have a better understanding of the company's culture and the expectations that are expected of them. The skills and experience required for many positions at this company are not in high demand. 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.
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.