Employee Turnover in A Government Office in Baguio City

Abstract ―​

This study explored the factors influencing employee turnover and suggested effective retention strategies for a government office in Baguio City. Employee turnover, specifically voluntary turnover, is still a significant issue for organizations, as it can negatively impact productivity, morale, and overall organizational performance and success. The research identified key drivers of turnover, including job dissatisfaction, lack of career development opportunities, poor management, low compensation, and poor work culture, all of which contribute to high resignation rates. This study used a descriptive research design and surveys former employees of the government office, gathering data through an online questionnaire. The findings revealed that the most common reasons for turnover include the search for better job opportunities, lack of career growth, and management-related issues. The study also emphasized the importance of fostering a positive work environment, offering competitive compensation packages, and providing employees with opportunities for career development as effective retention strategies. Other recommended strategies include introducing work-life balance and enhancing employee engagement through regular feedback and recognition. By addressing the root causes of turnover, government offices can improve retention rates, reduce recruitment costs, and build a more stable, dedicated workforce. The results of this research offer valuable insights for both government agencies and other organizations facing similar turnover challenges.