Abstract:
This study sought to examine effectiveness of retention strategies in inhibiting labour turnover
rate for information technology professionals in Tanzania: A Case of TANESCO Headquarters – Dar Es Salaam. Specifically, the study assessed the perception of IT professionals on the
retention strategies, identified leading factors contributing to labour turnover among IT
professionals and developed strategies to mitigate labour turnover among IT professionals in
TANESCO. Social exchange theory and expectancy theory were adopted in this study.
Descriptive research design was used and the study employed a mixed research approach. The
population comprised 205 staff members selected using both simple random and purposive
sampling techniques. Data was collected through questionnaires, interviews, and documentary
review, and analysed using descriptive and inferential statistics for quantitative data aided by
SPSS and content analysis for qualitative data. Findings found that TANESCO employs a
diverse set of retention strategies, including well-defined and communicated retention
strategies, competitive compensation and benefits packages, and active efforts to promote a
positive organizational culture. It also revealed that several factors significantly contribute to
labor turnover, including a perceived lack of career advancement opportunities, inadequate
recognition and rewards, and challenges related to work-related stress and work-life balance.
The study identified labor turnover mitigation strategies, such as structured career development,
recognition enhancements, wellness initiatives, flexibility in work arrangements, and promoting
an inclusive culture. The study recommends TANESCO adopt this holistic talent retention
approach, focusing on career development and recognition for IT professionals. Future research
should assess cross-industry retention strategies in Tanzania.
Keywords: Labour Turnover, Information Technology, Retention, Professionalism
