Date of Conferral
1-9-2025
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Michelle Preiksaitis
Abstract
Retail business owners who lack effective retention strategies to address voluntary employee turnover may struggle to maintain a stable workforce. The challenges can result in increased hiring and training costs, decreased productivity, and lower employee morale, ultimately jeopardizing the profitability and long-term sustainability of their businesses. Grounded in Herzberg’s two-factor motivation-hygiene theory, the purpose of this qualitative pragmatic inquiry study was to identify and explore effective retention strategies some St. Kitts-based retail small business leaders use to reduce voluntary employee turnover. Data were collected using semistructured interviews and a publicly available industry document review that included strategies to reduce high voluntary employee turnover in retail-based and small business industries. Through thematic analysis, four themes were identified: (a) offering competitive pay and benefits fosters employee loyalty, (b) providing job skills training and development enhances retail employee retention, (c) cultivating a positive work environment reduces voluntary turnover, and (d) supporting work-life balance motivates employees to stay. Key recommendations are for business leaders to establish opportunities for skills acquisition, career progression, and financial security for retail workers to encourage retention. The implications for positive social change include the potential for organizational leaders to foster individual growth, promote organizational innovation, and create more supportive work environments within the St. Kitts community.
Recommended Citation
Carr, Grace Victoria, "Effective Retention Strategies Retail Sector Leaders Use to Reduce Voluntary Employee Turnover" (2025). Walden Dissertations and Doctoral Studies. 16917.
https://scholarworks.waldenu.edu/dissertations/16917
