Factors that influence staff turnover in World Vision International Somalia
The study sought to establish factors that influence staff turnover in World Vision International Somalia. The proposed research design for the project was primarily a case study. The study used data collected through a semi structured questionnaire that was administered through e-mail. In addition, secondary data from exit interviews conducted whenever staff left the organization was also used in the project. The respondents included senior leadership team, middle managers and non management staff. In total 37 respondents participated in completing the questionnaires. The result of the study revealed that, 100% of the respondents were in agreement that there exist staff turnover in World Vision International Somalia. Some of the factors that influence staff turnover in World Vision International Somalia range from career growth for instance from an officer to manager and from national to international position offered within the wider World Vision Partnership, higher rate of pay, better management/supervision, better location, change of work environment and need for developmental focus experience, as World Vision International Somalia offered good relief and emergency exposure . Majority of the respondents were of the opinion that staff turnover has affected the performance of World Vision International Somalia in all aspects, that is, business continuity in both projects and support functions resulting in, increased work load for remaining staff, inconsistency in coaching staff supervised and lack of proper handing over by previous incumbents. Increased work load for remaining staff was rated highly followed by business continuity in both projects and support fictions. On the other hand, it was found that only three factors these are, career change, better management/supervision and better job duties were the main reasons why staff would leave the organization. The following recommendations were made to minimize staff turnover. Review of existing pension plan to address staff expectations, improve management and supervision of staff to reassure them of adequate support and improved working relationships, development of clear career progression strategies, regular salary reviews and creation of more training opportunities for all staff.