In response to a question from a colleague on RG's Glassdoor profile, we needed to check in on what our people stats - joiners and leavers look like. This deck tells the story

1. RG People Stats
An analysis on 14 June 2016

2. Background
One of our colleagues posted a really
thorough review on Glassdoor on 13
June. In it they said everything they
loved about RG and everything they
thought the company needed to do
better or think about.
A great example of an engaged
employee displaying our Speak Up
value.
You can read it here in full.

3. Rationale for this
quick report
There were lots of great points raised
in the review and Glenn our Founder &
CEO answered all of them as he
always does.
But this point, Glenn wasn’t certain of
the answer so he commissioned this
quick staff turnover report to
investigate so he could answer
honestly and correctly and do the
question justice.

4. What is staff
turnover?
We’ve never reported staff turnover as
a percentage before as when you are
small a few leavers can make
percentages look high.
Also, looking to minimise turnover
*may* be wrong - the vast majority of
people who leave us leave on great
terms to further their career in a way
that we can’t - it’s often a celebration.
But we’re at a size now with 330 staff
that it feels right that we should
analyse it openly. So again, we are
thankful to our anonymous reviewer
who showed us that Speak Up counts.
Source
Our figures are for a 6 month period, so approximately double
them to get annual. They show us as about normal for a Services
business in the USA. But it’s the reasons that are really important
not the raw number as that can mask things. The Leadership
Team takes a deep interest in all leavers and looks at reasons -
CEO Glenn gets a personal notification on every resignation
within 48 hours.

5. Methodology
Export of “leavers” from BambooHR taken on 14 June 2016.
Includes all Reward Gateway people who left on or after 1st January 2016 - so
just under 6 months of data.
We’ve deliberately not done a 12 month report (which would be more normal)
because we had a lot of change in the second half of 2015 as share plan two
cashed out and we had a lot of change - it wasn’t reflective of normal.

6. We had an average
of 329 people in
the period
This is the raw chart from BambooHR.
BambooHR helps us track everything
really easily for all of our people
worldwide so we can get this data
really quickly.
314 staff at the start, 344 at the end,
average of 329 which we need to know
to calculate staff turnover

7. Overall staff
turnover for the
period is 9.4%
To be reflective of normal business
we needed to reflect a couple of
exceptional situations.
A member of the New York team
actually left in 2015 but for technical
reasons was recorded in Bamboo in
2016.
4 members of staff left marketing in
Macedonia as we moved the roles to
Boston.
1 person who left engineering in the
period came back
People who left between 1st Jan and 13 June
2016
31
Average headcount during the period 329
Staff Turnover
(leavers divided by average number of staff)
9.4%

8. Excluding
probationary
periods, Staff
turnover is 6.6%
9 out of 37 (25%) of our leavers were
within their first 6 months of service
so were clased as “probationary
period leavers”
Chris Gannon, Director of Talent is in
charge of further improving our
recruitment process to try even harder
to fit people, culture and role.
We’d like to get this number as low as
possible as it has a real cost to the
business and a human cost too.
People who left between 1st Jan and 13 June
2016 (excluding people on probation, in their
first 6 months)
22
Average during the period 329
Non probationary churn (average during the
period divided by people who left)
6.6%

9. Next look at where staff leavers
are - are they concentrated in one
place or team?

10. How does it look
by team?
The Glassdoor question asked if
7 people left engineering- it’s a big
team of 70. 3 of those were because
we moved the mobile app
development team to Macedonia.
4 left Sales - 3 in UK and 1 in Aus.
4 people left employee experience -
large team of 48 people.
3 left Product from a team of 13.
3 of the 7 caused because we moved mobile app development to our new
Skopje office in Macedonia

11. Average Length of
service of leavers
Average tenure in days of leavers in
the period was 949, which is 2.6 years.
In 2014, Payscale reported the median
length of service, before moving, for a
Gen Y employee as 2 years.
2.6 years

12. Source Data
To be transparent, the source
data is public for all RG staff to
access.
You can look at the
spreadsheet and cut the data
in different ways. We took
names off to keep private
things private.