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DEN Retention Score
DEN Retention Score
50% of employees would not leave DEN if they were offered a job for more money while 33% are excited to go to work each day. Overall, 50% of DEN's employees feel the company is doing what it should to retain them while 50% may be considering new employment. Quality employees are difficult to find which makes retaining them all the more important.
Where This Score Ranks DEN's Retention
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Not enough ratings to compare against similar size companies on Comparably.
- 2nd
2nd place versus 1 competitors rated on Comparably
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Anonymously rate my experience at DENDEN Retention At a Glance
DEN's Retention score is rated 52/100 by 4 employees. The category helps understand DEN's focus and commitment to retaining employees in their organization.
Over the past three months, DEN's Retention score has remained steady at 52/100. DEN ranks in 2nd place versus 1 competitors which include Enable Midstream Partners.
DEN's Retention Trendline
- DEN51
How DEN's Retention Score is Calculated
Do you believe you're paid fairly?
Do you look forward to interacting with your coworkers?
43
out of 100
How would you rate the quality of your coworkers?
Are you typically excited about going to work each day?
How often do you get valuable feedback on how to improve at work?
Do you approve of the job your executive team is doing at your company?
Do Your Company Leaders Do What They Should to Retain You as an Employee?
How secure do you feel your job is at your company?
Do you have a close friend at work?
Would you leave your current job for a 20% raise at a different company?
How often do you socialize with team members outside of work?
Do you feel burnt out at work?
Are you challenged at work?
Would you turn down a job offer today, for slightly more money?
Are you proud to be a part of your company?
DEN's Retention Rank Against Similar Sized Companies on Comparably
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Not enough ratings to compare against similar size companies on Comparably.
Not Enough Ratings To Rank Against Similar Sized Companies on Comparably
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