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This study intended to assess the impact of employee turnover on organization performance
at Barclays bank Tanzania Limited in Dar-es-Salaam region. The study was conducted with
the following objectives: To assess the impact of employee turnover on organization
performance in Barclays bank Tanzania Limited; investigate the causes of staff turnover in
Barclays bank Tanzania Limited and finally recommend strategies that can be used to reduce
the high level of employee Turnover in Barclays bank Tanzania Limited
Data were collected through Questionnaires, Interviews and Documentary Review.
Questionnaires were open-ended questions, which allowed individuals to express their views
concerning the impact of employee turnover on organization performance at Barclays bank
Tanzania Limited in Dar-es-Salaam region. Interviews were conducted on the basis of
predetermined interview guide. In addition, when an organisation loses a critical employee,
there is negative impact on innovation, consistency in providing service to guests may be
jeopardized and major delays in the delivery of services to customers may occur. The
research design used in this study was the quantitative approach, which allowed the
researcher to use structured questionnaires when collecting data. The targeted population
was the employees across Dar es salaam branches which consisted a sample size of 100
employees. Simple random sampling was used in this research.
The study finding suggests that salary is among the primary cause of staff turnover in the
Barclays bank Tanzania Limited. The findings highlighted that high staff turnover increases
work load to the present employees in Barclays bank Tanzania Limited. The study finding
also showed that staff turnover causes reduction in effective service delivery to the
customers and reflects poorly on the image of the Barclays bank Tanzania Limited.
Other findings suggested that unhealthy working relationship may also be the cause of staff
turnover in Barclays bank Tanzania Limited. The recommendations highlighted that top
management should pay a marketable salary to employees and the employees must be
rewarded if they have achieved their goals. Top management should also develop
opportunities for career advancement in Barclays bank Tanzania Limited. Top management
should involve employees when they make decisions that will affect them in Barclays bank
Tanzania Limited. The study concludes with direction for future research |
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