Date of Conferral
Doctor of Business Administration (D.B.A.)
John R. Bryan
AbstractThe retention of high talent employees is vital to the success of any organization. Organization leaders who lack effective strategies to retain high talent employees are at risk for business performance failure. A lack of managerial strategies to motivate employees and a lack of understanding of employees' needs lead to increased employee turnover rate in organizations. Grounded in Herzberg's two-factor theory, the purpose of this qualitative multiple case study was to explore strategies information technology (IT) small business leaders use to retain high talent employees. Data were collected from phone semistructured interviews and review of the organizations' employee handbook, policies, and internal records relating to employee retention strategies. Data were analyzed by using coding techniques to identify keywords, phrases, and concepts. The process led to the following 3 themes: compensation and benefits, conducive work environment, and training and development. Member checking and methodological triangulation increased the validity and reliability of the study. A key recommendation includes communicating compensation strategy with employees in alignment with productivity, organizational goals, and performance. The implications for social change include the potential to reduce turnover by improving the employee work experience and retaining talent by building a positive work environment. The retention rates among IT employees affect individuals, families, communities, organizations, and the economy. Implementing retention strategies may result in improving employee-employer relationships and organizational profitability.
Washington, Felicia Tetee, "Employee Retention Strategies within Information Technology Small Businesses" (2020). Walden Dissertations and Doctoral Studies. 9833.