Exploring Reasons for Employee Turnover: A Case Study of the Retail Industry in Atlanta, Georgi

Traditionally, employees in the retail industry have been known to have higher turnover than others. Some retailers have experienced turnover of one hundred percent. Turnover, whether voluntary or involuntary, adds cost and loss of revenue when an employee separates from employment. Traditionally, employee turnover studies in the USA have focused on individual satisfaction, commitment, and turnover intention. These variables have been influential predictors of turnover and meta-analyses have confirmed these widely-accepted findings. The purpose of this qualitative case study was to examine factors that contribute to the turnover crisis in the retail industry in Atlanta, Georgia. This study surveyed 10 employees from three different retail organizations in Atlanta, Georgia regarding the specific reasons employees separate. A cross sector of employees were surveyed to identify trends that are consistent amongst the organizations that influenced their decision to separate from the organization. Each of the 30 participants were randomly selected by utilizing the employee that was represented in every third cell in Excel. Excel was utilized to analyze a variety of factors to reduce turnover. The employees were evaluated using a modified version of an existing tool, the Sanders tool (2008), into a three-part interview. The Sanders tool was utilized as it assists in identifying factors in qualitative research. Each employee had access to participate in the interview without barriers. Additionally, this study identified the best practices of leadership, job satisfaction, and recognition as contributors to employee turnover. Leadership style, poor communication, and lack of appreciation were identified as causes of employee turnover in retail associates. The cause was determined from interview of employees. In addition, the relationship leadership style and motivational factors were evaluated. Furthermore, the study premise was to determine if a certain management style has an impact on turnover intent. The study showed that it does have a direct correlation on employee turnover. Future researchers may utilize the results in other settings.