• Aradhana Bikai

Hiring the best talent in the industry comes with a cost, nurturing them, developing them and keeping them motivated and happy doesn’t guarantee that an employee would stay in the organization for years to come. The competition is never ending putting pressure on the organizations to match the global standard, which puts undue pressure and expectation to perform above and beyond their KRAs. Which leads to job dissatisfaction because of work stress and performance pressure. Also, when the employee is skilled and talented, His expectation from the job increases and He starts looking for better salary, better designation, location, higher responsibility, bigger team, benefits and perks and the list go on. Other reasons can be work environment, organization culture, organizational conflict etc. It becomes imperative for an organization to investigate the causes and design strategies to reduce Turnover Intention. The purpose of the study is an attempt to summarize factors causing intention turnover and suggesting strategies to handle turnover and to determine and suggest various possible strategies that can help to minimize the employee turnover. Hence, the paper has proposed a conceptual framework that shows the major variables that contributes to employee turnover and strategies that can help to retain an employee.

Turnover Intention, Employee Retention, Compensation Management

"“I often think about Leaving my organization” – ", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.8, Issue 11, page no.a301-a306, November-2021, Available :http://www.jetir.org/papers/JETIR2111042.pdf

"“I often think about Leaving my organization” – ", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.8, Issue 11, page no. ppa301-a306, November-2021, Available at : http://www.jetir.org/papers/JETIR2111042.pdf