Employee Turnover at Unicorn
Contributions to staff retention at Unicorn
Unicorn is a renowned European company providing the most complex information systems and solutions in the area of information technology. We focus on creating a high added value and competitive advantage for our customers. We have been active on the market since 1990 and since then we have creat...
What is "Avoidable" turnover?
Employee retention at Unicorn 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, Unicorn seems to be doing better than most of their immediate competitors.
What is driving turnover at Unicorn?
Employee turnover at Unicorn is primarily driven by in-demand employee skills and employee seniority. The skills this company needs are not scarce within the industry. Employee turnover differs significantly between employee groups with different skills sets. Employees with skills that are in hight demand, like software engineering, typically stay with a company for less time than employees in, say, operations or finance. The average employee at Unicorn has more years of experience most of the other employees in the same industry. The employees who are most experienced and knowledgeable about the company's business tend to leave less often. There are many reasons why employees may leave a company. Some employees may feel that they no longer have a place in the company's future, while others may feel that they are not given the opportunity to grow in their careers. Others may simply find a new job that they enjoy more. However, increased employee turnover can also be caused by factors beyond the employee's control. For example, a company's salary and benefits may not be competitive enough with those of other employers, or the work schedule may be too demanding.
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.