The causes of Employee Turnover on the Telecommunications Service Industry, Airtel Networks Zambia

Abstract

This study examines the causes of employee turnover in the telecommunications service industry, Airtel Networks Zambia and any retention strategies that may be used. The study considered the following objectives: (i) To determine the primary causes of staff turnover at Airtel Networks Zambia; (ii) To investigate which factors have a bearing on reducing staff turnover at Airtel Networks Zambia; and (iii) To investigate the differences in turnover rates among different demographics of employees at Airtel Networks Zambia. The target population for Airtel Zambia was identified as 160 employees. A sample size of 100 was randomly selected from this population to participate. The combination of quantitative and qualitative analyses shed light on the complicated nature of employee turnover, revealing interconnected themes such as inadequate compensation, inadequate job security, heavy workloads, and ineffective leadership that contribute to employee job dissatisfaction and departure. The Job Embeddedness theory served as our investigation's primary and fundamental framework. This theory offers a strong foundation for comprehending the variables that affect employee commitment and retention because of its emphasis on the connections between a person's work, organisation, and community life. Quantitative findings indicated that inadequate compensation was perceived by 78% of employees as a significant contributor to high employee turnover. The qualitative analysis further clarified the reasons behind this perception, such as unequal pay, insufficient financial incentives, and the impact of low salaries on employee satisfaction. The study recommended that Airtel needed to have a comprehensive review of its compensation structure to ensure it aligned with industry standards and reflected employees' contributions. Furthermore, there was a need to recognise the diversity in employee preferences and needs based on demographic factors. Develop tailored retention strategies that consider the varying priorities of different age groups, genders, and educational backgrounds. Keywords: Employee Turnover, performance, financial incentives, retention.