Abstract
In the modern world, employee retention is a crucial problem and concern for all organisations. It is getting more and harder for businesses to recruit and hold onto competent workers in today's fast-paced and competitive corporate environment. Nongovernmental organisations (NGOs) need strategic retention strategies to align and integrate new staff into the organisation to remain competitive in today’s global business environment.
This research study aims to explore and understand what retention strategies can be used to retain fixed-term contract employees in the NGO industry. To do this it was important for the researcher to understand the reasons for joining the NGO sector and why they would consider leaving.
Qualitative and interpretive research was adopted using semi-structured interviews to collect primary data. The result of the 12 semi-structured virtual interviews, utilised a purposeful convenient sample strategy, where data shared insight on what could be done to retain employees in the NGO industry. A thematic analysis approach was used to analyse data from the interviews, five themes emerged namely, job security, flexible work schedule, rewards and remuneration, employee recognition and growth, and continuous development. Each of the five themes was further expanded to several sub-constructs. The results of the analysis were used to develop a conceptual model which used to improve performance or update current strategies in the NGO industry.
The study concluded that NGOs must provide competitive salaries and benefits packages, clear career paths, training, and skills-building programs to be able to retain employees in this competitive environment. The implementing these retention strategies, not only will employees remain engaged and motivated, but they will also develop a strong talent pool for future initiatives and organisational development.