Leadership Strategies to Reduce Employee Turnover in Mental Health Facilities
Date of Conferral
10-13-2023
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Inez Black
Abstract
Abstract Mental health counselors’ intent to leave an organization affects the clients' quality of care and services. Mental health business owners are concerned with the continuity of staff employment to provide consistent medical care. Using Herzberg’s two-factor theory, the purpose of this single qualitative case study was to explore strategies that hiring managers in mental health organizations implemented to reduce counselor turnover. The participants were five hiring managers with at least 3 years of experience from mental health organizations in Georgia who successfully implemented strategies to reduce counselor turnover. Using Braun and Clarke’s six phases of thematic analysis, five themes emerged: (a) self-care, (b) employee motivation, (c) compensation, (d) work-life balance, and (e) leadership. The key recommendation for hiring managers is to use compensation packages and reward system strategies to appreciate employees. The implications for positive social change include the potential to improve the overall mental stability of employees, better relationships between the employees and other community members, and increased well-being of the employees.
Recommended Citation
Carter, Latricia Michelle, "Leadership Strategies to Reduce Employee Turnover in Mental Health Facilities" (2023). Walden Dissertations and Doctoral Studies. 14957.
https://scholarworks.waldenu.edu/dissertations/14957
