When someone leaves your company, it costs you – not just in recruitment, but in lost knowledge, onboarding, training, equipment, and the time it takes for a new hire to reach the same level as the one who left.
Top performers typically deliver two to four times the value of an average employee. Unfortunately, it’s rarely the least productive people who are first to leave.
That’s why turnover is often considered one of the most expensive non-productive costs for an organization. Creating a workplace where people want to stay is simply a smart investment.
Anyone who’s tried hiring a developer in Norway knows the struggle. As more industries digitize, demand for IT professionals increases.
More job openings + restless workers = high turnover.
It doesn’t help that many developers are young – and often less inclined to stay in the same place for long. They’re hard to find, and even harder to keep. No wonder half of Norwegian companies say they struggle to find qualified IT talent.
Add to that a general dissatisfaction among IT professionals: a European survey found that nearly 40% of tech workers are constantly looking for a better job.
So how do we break this trend?
If you can offer a good balance between salary, free time, and professional development, you're already on the right track. At Cefalo, we've reduced our turnover rate by 30 % since 2016 by focusing on exactly that.
As an outsourcing company, minimizing turnover is especially important – because our clients shouldn't have to worry about developer churn on the other side of the world. Most already have enough of that at home.
Thanks to these efforts, our development teams are more stable than many local teams. We’ve succeeded with long-distance leadership and now offer higher continuity than is typical in the industry. In fact, many clients find that our developers stay longer with them than their own Norwegian employees. We’re proud of that.
Our working conditions are a big reason why we’ve repeatedly been named the top outsourcing company in Bangladesh. This makes it easier to attract skilled developers. These kinds of awards draw in good people – and help us keep them.
What works best? Creating an environment developers genuinely want to be part of. We've brought the best of Norwegian work culture to Bangladesh: spacious offices with good air quality, a relatively flat hierarchy, strong salaries, and proper benefits.
But more than that, we take the time to get to know each individual. People are, first and foremost, individuals. And once you get to know them, cultural differences become much less important.