The Influence Of Employee Retention Strategies On Employee Retention Rates In Peripheral Areas:A Case Of Sumbawanga District Council

Abstract

The main purpose of this study is to assess the influence of employee retention strategies on retention rates at Sumbawanga District Council, a peripheral area in Tanzania. The study focused on three specific objectives: evaluating the current implementation of Employee retention strategies, investigating the impact of work-life balance on Employee retention, and analyzing the relationship between career development opportunities and employee retention rates. Socio-Ecological as well as Leadership factor are the models used in this study. The study employed a mixed-method approach, combining both quantitative and qualitative data. A sample of 330 respondents was drawn from a population of 2,303 employees at Sumbawanga District Council using stratified and purposive sampling techniques. Data were collected through questionnaires and interviews, and the findings were analyzed using descriptive and inferential statistics. The research findings revealed that while 50% of employees were satisfied with career development opportunities, a sizable portion felt that the available opportunities were insufficient or unclear. Additionally, work-life balance was identified as a critical factor, with 75% of employees indicating it as important in their decision to stay. However, 25% of the workforce reported dissatisfaction with their current work-life balance. The study concluded that although some retention strategies are in place, there are significant gaps in communication and access to career development and work-life balance initiatives. To address these issues, the study recommends improving communication about retention strategies, enhancing career development programs, and providing more flexible working arrangements. Future research should explore the long-term effects of career development programs and examine how leadership styles impact employee retention. Additionally, comparative studies across different public institutions would provide broader insights into best practices for employee retention in Tanzania.