Abstract
ABSTRACT The Namibian financial industry operates in a very competitive and unpredictable environment—one in which employers face limited availability of the specialised employee skills to perform the required operations effectively to achieve strategic objectives. The main objective of this research was to determine the relationship between talent management, work engagement, and voluntary turnover at a Namibian financial institution. A quantitative research approach was followed, with data gathered from employees at the institution (n = 91). Three measuring instruments—a talent management measure, the Utrecht Work Engagement Scale, and a voluntary turnover intention questionnaire—were administered. In general, it appears that participants were deployed in job positions aligned with their career choice, that respondents could associate themselves with the brand of their institution, and received adequate performance feedback. Although the respondents indicated moderate to high levels of work engagement, about half of them considered quitting their jobs. The results also showed that the employees perceived a lack of talent mindset, talent retention strategies, and inadequate compensation from their employer. Talent management, work engagement, and voluntary turnover were significantly related. This research emphasises the importance of adequately assembled talent management practices and strategies to enhance positive individual outcomes.