According to the results of a survey conducted in 2020, the most influential factor for talent retention in BPO / KPO — ITO contact centers in Mexico was the work environment, with 30 percent of responding companies considering it to be key for employee satisfaction. A career plan ranked second, viewed by 21 percent of companies surveyed as an element contributing to staff retention.

Turnover data by fiscal year for the City of Tempe compared to the seven market cities which included Chandler, Gilbert, Glendale, Mesa, Phoenix, Peoria and Scottsdale. There are two totals, one with and one without retires.Please note that the Valley Benchmark Cities’ annual average is unavailable for FY 2020/2021 due to a gap in data collection during that year.Please note that corrections were made to the data, including historic data, due to additional review and research on the data on 10/2/2024.This page provides data for the Employee Turnover performance measure.The performance measure dashboard is available at 5.07 Employee Turnover.Additional InformationSource: Department ReportsContact: Lawrence La VictoireContact E-Mail: lawrence_lavictoire@tempe.govData Source Type: ExcelPreparation Method: Extracted from PeopleSoft and requested data from other cities is entered manually into a spreadsheet and calculations are conducted to determine percent of turnover per fiscal yearPublish Frequency:AnnuallyPublish Method: ManualData Dictionary

According to a survey conducted in 2020, the reasons that most influence healthcare staff in the U.S. to remain in their actual job were either the ********************** or their **********. These two factors were each stated by over ** percent of the respondents. This survey reveals the extent to which peer relationships prevail in the intent to remain in a job, as opposed to job flexibility or career potential factors.

In 2023, employee attrition rates decreased in the Americas and EMEA regions, however increased in the ACAP region. The Americas showed a decrease of 1.2 percent, with the ACAP region demonstrating a 3.3 percent increase. Relatively, however, these percentages were some of the best recorded between 2015 and 2023.

This layer shows figures of quit rates and quit levels by the US, BLS regions, and states. Data is from the Bureau of Labor Statistics (BLS) and was released October and November of 2021. The layer default symbology highlights to September 2021 quit rate in comparison to the national figure of 3.0%.According to the October 2021 News Release by BLS:"The number of quits increased in August to 4.3 million (+242,000). The quits rate increased to a series high of 2.9 percent. Quits increased in accommodation and food services (+157,000); wholesale trade (+26,000); and state and local government education (+25,000). Quits decreased in real estate and rental and leasing (-23,000). The number of quits increased in the South and Midwest regions."In the following November News Release:"In September, quits rates increased in 15 states and decreased in 10 states. The largest increases in quits rates occurred in Hawaii (+3.8 percentage points), Montana (+1.5 points), as well as Nevada and New Hampshire (+1.1 points each). The largest decreases in quits rates occurred in Kentucky (-1.1 percentage points), Iowa (-1.0 point), and South Dakota (-0.7 point). Over the month, the national quits rate increased (+0.1 percentage point)."Quit rates: The quits rate is the number of quits during the entire month as a percent of total employment.Quit levels: Quits are the number of quits during the entire month.State and US figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedRegion figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedThis data was obtained in October and November 2021, and the months of data from BLS are as follows:August 2020September 2020April 2021 (only offered for Regions)May 2021June 2021July 2021August 2021September 2021 (preliminary values)For the full data release, click here.The states (including the District of Columbia) that comprise the regions are: Northeast: Connecticut, Maine, Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode Island, and VermontSouth: Alabama, Arkansas, Delaware, District of Columbia, Florida, Georgia, Kentucky, Louisiana, Maryland, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee, Texas, Virginia, and West VirginiaMidwest: Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, Nebraska, North Dakota, Ohio, South Dakota, and WisconsinWest: Alaska, Arizona, California, Colorado, Hawaii, Idaho, Montana, Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming.

According to a study conducted between February and March 2021, 54 percent of the African businesses that took part in the survey forecast that in 2021 there would be no employee lay-offs due to the effects of the coronavirus (COVID-19) pandemic. Moreover, only 12 percent revealed that a net decrease in staff was expected (compared to 18 percent in 2020, mainly affecting small and micro companies). On the other hand, 23 percent of the businesses would employ even more employees.

In 2024, the average staff turnover rate of hospitals in the U.S. stood at **** percent. The percentage of employees leaving hospitals has decreased since the peak of ** percent in 2021. A closer look at turnover reveals that most was among less tenured staff, with the highest rates among certified nursing assistants.

Context

These are simulated data based on employee turnover data in a real technology company in India (we refer to this company by a pseudonym, 'TECHCO'). These data can be used to analyze drivers of turnover at TECHCO. The original dataset was analyzed in the paper Machine Learning for Pattern Discovery in Management Research (SSRN version here). This publicly offered dataset is simulated based on the original data for privacy considerations. Along with the accompanying Python Kaggle code and R Kaggle code, this dataset will help readers learn how to implement the ML techniques in the paper. The data and code demonstrate how ML can be useful for discovering nonlinear and interactive patterns between variables that may otherwise have gone unnoticed.

Content

This dataset includes 1,191 entry-level employees that were quasi-randomly deployed to any of TECHCO’s nine geographically dispersed production centers in 2007. The data are structured as a panel with one observation for each month that an individual is employed at the company for up to 40 months. The data include 34,453 observations from 1,191 employees total; The dependent variable, Turnover, indicates whether the employee left or stayed during that time period.

Objectives

The objective in the original paper was to explore patterns in the data that would help us learn more about the drivers of employee turnover. Another objective could be to find the best predictive model to estimate when a specific employee will leave.

This dataset outlines the Workforce Statistics turnover rate, 10 year data from 2011-2020.

Data in the Annual Account relating to staff employed by the Public Administration (divided by type part-time and full-time), staff hired and staff whose employment contract is terminated. - Data observed as at 19/04/2022. - [PCA_OCT_DIP_TENT_001]

Employee engagement in the world increased from 2011 to 2020, but dropped slightly the next years. It stood at 67 percent in 2022 and 2023. It was at its highest in 2020 when it reached 69 percent.

In the first quarter of 2025, approximately 220,000 job resignations took place in the United Kingdom, compared with 271,000 in the previous quarter. The number of resignations in Q2 2022 was the highest number taking place in a single quarter during this provided time period, reaching 446,000. In most years, there is a noticeable trend of resignations peaking in the fourth quarter of the year and being at their lowest in the first quarter. There is also a significant fall in people resigning from their jobs after the 2008 financial crisis and after the COVID-19 pandemic in 2020. The Great Resignation The high number of resignations that took place after COVID-19 hit also occurred in the United States. Throughout 2022, approximately 50 million American workers quit their jobs in a trend dubbed 'The Great Resignation' In both the UK and U.S. the trend corresponded with a very tight labor market. After emerging from the initial COVID-19 lockdowns, UK unemployment declined from 2021 onwards, falling to a low of just 3.6 percent in August 2022. There were also numerous job vacancies, which peaked in May 2024 at 1.3 million, though by the end of 2024, both indicators have returned to more typical levels. Labor market concerns for 2025 One of the main concerns of the UK government regarding the labor market is economic inactivity, in particular the reason for this inactivity, Since the COVID-19 pandemic, the number of people on long-term sick-leave, has increased substantially. At the start of 2020, there were approximately 2.12 million people economically inactive for this reason, with this increasing to almost 2.84 million by the end of 2023, with this declining only slightly to 2.77 million by the end of 2024. It is unclear if there is one overriding factor driving this surge, with possible causes including the prevalence of Long COVID, or the ongoing NHS crisis.

This dataset outlines Workforce Statistics for employees over time data from 2010-2020.

JOLTS: Hires Rates: NF: Rhode Island data was reported at 3.100 % in Feb 2025. This records a decrease from the previous number of 3.300 % for Jan 2025. JOLTS: Hires Rates: NF: Rhode Island data is updated monthly, averaging 3.600 % from Dec 2000 (Median) to Feb 2025, with 291 observations. The data reached an all-time high of 10.100 % in Jun 2020 and a record low of 2.000 % in Dec 2013. JOLTS: Hires Rates: NF: Rhode Island data remains active status in CEIC and is reported by U.S. Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G137: Job Openings and Labor Turnover Survey: Hires Rate: by State.

Meta Platforms had ****** full-time employees as of December 2024, down from ****** people in 2023. As of December 2023, more than ******* employees at tech companies worldwide were laid off throughout the year across more than 1,000 companies. Facebook: how it all beganIn 2003, a sophomore at named Mark Zuckerberg hacked into protected areas of the university's computer network in order to find photos of other students. He then would pair two of them next to each other on a program called “Facemash” and ask users to choose the more attractive person. At the beginning of 2004, Zuckerberg launched “The Facebook,” a social network dedicated to Harvard students, which later grew to encompass Columbia, Yale and Stanford. The popularity of this new service sky-rocketed and in mid-2004, Zuckerberg interrupted his studies and moved his operation to Palo Alto, California, in the heart of Silicon Valley. By 2006, Facebook was open to the general public. In 2020, the company reported almost ** billion U.S. dollars in revenue and a net income of ***** billion US dollars. It is also the most popular social network in the world, with *** billion monthly active users as of December 2020. Facebook employee diversity criticismLike many other tech companies, Facebook has been criticized for having a diversity problem. As of June 2020, tech positions, as well as management roles in U.S. offices were overwhelmingly occupied by men. Furthermore, almost ** percent of Facebook employees in the U.S. are White and only *** percent are African-American, which has sparked concern regarding representation and equal opportunities. Around **** percent of senior level positions are occupied by White employees and only *** percent by Hispanic-Americans.

France - Turnover in services was 17.50 % year-on-year in March of 2022, according to the EUROSTAT. Trading Economics provides the current actual value, an historical data chart and related indicators for France - Turnover in services - last updated from the EUROSTAT on June of 2025. Historically, France - Turnover in services reached a record high of 24.20 % year-on-year in June of 2021 and a record low of -19.10 % year-on-year in June of 2020.

JOLTS: Hires: sa: NF: Maine data was reported at 25.000 Unit th in Feb 2025. This records a decrease from the previous number of 26.000 Unit th for Jan 2025. JOLTS: Hires: sa: NF: Maine data is updated monthly, averaging 25.000 Unit th from Dec 2000 (Median) to Feb 2025, with 291 observations. The data reached an all-time high of 33.000 Unit th in May 2020 and a record low of 14.000 Unit th in Apr 2020. JOLTS: Hires: sa: NF: Maine data remains active status in CEIC and is reported by U.S. Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G135: Job Openings and Labor Turnover Survey: Hires: by State.

United States JOLTS: Hires Rates: sa: NF: New York data was reported at 3.000 % in Feb 2025. This records an increase from the previous number of 2.900 % for Jan 2025. United States JOLTS: Hires Rates: sa: NF: New York data is updated monthly, averaging 3.000 % from Dec 2000 (Median) to Feb 2025, with 291 observations. The data reached an all-time high of 4.800 % in May 2020 and a record low of 2.100 % in Apr 2020. United States JOLTS: Hires Rates: sa: NF: New York data remains active status in CEIC and is reported by U.S. Bureau of Labor Statistics. The data is categorized under Global Database’s United States – Table US.G137: Job Openings and Labor Turnover Survey: Hires Rate: by State.

According to a survey conducted during the Coronavirus outbreak, 52 percent of marketers in the United Kingdom (UK) said their organization had already applied for the Job Retention scheme in September 2020. 10 percent said they definitely would make permanent staff redundant.