Effective Talent Retention Strategies Employed by Information Technology Managers in Ghana

Employee turnover presents a significant challenge in Ghana’s IT industry, undermining the sector’s growth and development. Technology managers in Ghana are struggling to retain skilled employees, who are frequently lured away by competing companies offering more attractive compensation packages and greater opportunities for professional growth. Grounded in Frederick Herzberg's two-factor theory of motivation, the purpose of this qualitative pragmatic inquiry study was to identify and explore effective strategies that information technology managers employ to reduce high employee turnover in Ghana's IT industry. The participants were six eligible technology leaders who have implemented effective retention strategies. Data were collected using semistructured interviews and public information. Through thematic analysis, three themes were identified: (a) contributing factors, (b) challenges and barriers, and c) strategies and initiatives. A key recommendation for technology managers in Ghana is to implement retention strategies such as competitive compensation packages, opportunities for professional development, work-life balance initiatives, and recognition and reward programs, all of which are crucial for reducing employee turnover. The implications for positive social change include the potential for technology leaders to cultivate a more stable and productive IT workforce, which can enhance economic prosperity and accelerate technological advancement in Ghana.