High turn-over is to a large extent related to the management strategies adopted by a firm (Hausknecht & Holwerda, 2013). Many researchers and academicians have in the recent past carried out research in the attempt to identify the management approaches that can be applied to motivate the workers and consequently encourage employee retention within a firm. Being a specialist in the management field, the topic is of concern to the researcher who wishes to explore the issue further to come up with elaborate deductions on the management approaches that can be employed in a firm to encourage employee turnover.

The research will involve the exclusive use of secondary data. The sources of secondary data will include journals and websites of the firms that will be used for case studies. The main search engine that will be used to derive the articles is the Google Scholar. The inclusion criteria for the articles will be based on time, relevancy and reliability.

The following research questions will be used to enable the researcher to attain the aim of the study:

• What is the connection between high turnover and the management strategies employed by a firm?
• What are the approaches that the management of a firm can employ to enhance employee retention?

To derive the articles for use during the research, the following key phrases will be used:

Management strategies, employee turnover, and the relationship between the management strategies and employee turnover.

As Hausknecht & Holwerda (2013) states, employee turnover refers to the rate at which employees quit an organization. Wong, Long, Ismail & Kowang (2016) noted that the decision of the employees to quit a certain firm is highly influenced by the management approaches adopted by the firm. Implementing employee-oriented approaches can go a long way towards enhancing employee retention (Sikora & Ferris, 2014).                                                              Sikora, D. M., & Ferris, G. R. (2014). Strategic human resource practice implementation: The critical role of line management. Human Resource Management Review, 24(3), 271,281.