A STUDY ON THE INFLUENCE OF EMPLOYEE ENGAGEMENT ON EMPLOYEE RETENTION

In the current state of affairs, it is obligatory to keep talented people. There is no question that an increased employee turnover rate adversely affects the flow of work and it also raises recruitment costs, either directly or indirectly through agency fees paid to head hunters, and at the same time, it is also threatening the stability and growth of the organization. The research intends to clarify the correlation between employee engagement and employee retention by identifying the role of employees with high engagement levels. Employee engagement can be described as the emotional and psychological bond that employees form with their organization and its goals. It is a state that the employee feels satisfied with his/her job, motivated, happy with the recognition and belongingness, and trusts the company's management are included. The research investigates the hypothesis that employees with active engagement are more probable to stay with an organization, make positive contributions, and facilitate a positive workplace culture. This study takes a mixed-methods stance using both qualitative and quantitative data. Employee surveys and interviews were carried out across different industries to determine levels of engagement and how these were linked to retention intention. Secondary data from organizational reports and literature reviews also gave insight into best practice in creating engagement. Research has confirmed that engagement and retention are strongly connected with each other. The elements essential for one to be engaged (communication effectiveness, career advancement prospects, the role of a supportive leader as well as performance recognition) were proven to be significantly effective in determining whether one will leave his or her job or not. On the contrary, lack of engagement was presented as the main factor that caused dissatisfaction and disengagement, and that was the cause of higher employee turnover. The research calls for organizations to make engagement the central part of their human capital strategies. Encouraging inclusion, providing for growth, and recognizing employee achievements can result in increased loyalty and lower attrition. As firms develop in the more competitive, digital world that exists today, the strategic priority on engagement-facilitated retention will only continue to drive long-term achievement.