Strategies to Reduce Employee Turnover Intention in Virtual Work Environments

Virtual teamwork leaders are concerned about the negative impacts of worker turnover intention because increased turnover in VWEs can result in increased business costs in recruiting and training new employees. Grounded in situational leadership theory, the purpose of this qualitative pragmatic inquiry was to explore strategies leaders in virtual work environments use to reduce employee turnover intention. The six participants included three leaders of virtual work environments in California and three human resources professionals in organizations with virtual workers in California. Data were collected using semi-structured interviews. Through thematic analysis, four themes were identified: (a) communication, (b) individualism, (c) leadership traits and behaviors, and (c) performance management. Three key recommendations for business owners are to invest in leader development, identify and prioritize individual virtual employee needs, and prioritize the organization’s virtual work program. The implications for positive social change include the potential for reduced business costs through the reduction of turnover in virtual work environments and improved work conditions for virtual workers.