Date of Conferral
8-20-2026
Date of Award
August 2026
Degree
Doctor of Business Administration (D.B.A.)
School
Management
Advisor
Walter McCollum
Abstract
Employee turnover continues to be a widespread organizational challenge because it increases recruitment and training costs, disrupts productivity, and negatively affects organizational performance and sustainability. The research problem was that some business leaders lack effective strategies to reduce employee turnover. The purpose of this qualitative pragmatic inquiry project was to explore strategies business leaders use to reduce employee turnover. Herzberg’s two-factor theory served as the conceptual framework for the study. The participants were six business leaders with responsibility for employee retention who successfully implemented employee retention strategies. Data were gathered through semistructured interviews and analyzed using Braun and Clarke’s reflexive thematic analysis, with manual coding and organization conducted in Microsoft Excel. Three key themes were identified: trust and leadership style, flexibility and work-life balance, and open communication and employee voice. A key recommendation is to implement employee feedback systems, provide flexible work schedules, encourage leadership engagement, and invest in leadership development focused on communication and trust. The implications for positive social change include the potential for business leaders to improve employee well-being, organizational stability, workplace inclusion, and psychological safety, as well as to develop healthier and more sustainable workplace environments for workers, organizations, and communities.
Recommended Citation
Norton, Dorothy, "Effective Strategies Human Resource Business Leaders Use to Decrease Employee Turnover" (2026). Walden Dissertations and Doctoral Studies. 20721.
https://scholarworks.waldenu.edu/dissertations/20721
