Factors contributing to employee turnover in Tanzania’s insurance industry A Case of Heritage insurance

The objective of this study was to assess the factors contributing to employee turnover in Tanzania’s insurance industry using the case of Heritage Insurance. The philosophical underpinning of this study was the positivism paradigm. This study adopted an exploratory research design to gain familiarity with phenomenon and acquired new insights about it. The primary data from the sample was collected through survey method. The information generated from the questionnaire was supplemented by data from documentary review. The study constituted a sample size of 70 employees from different departments at the Heritage Insurance’s head office. The study findings re-read that there was dissatisfaction among employees with the job. Moreover, the respondents reported job related stress, poor working environment, lack of promotion to higher positions, lack of motivational incentives, work overload, poor human resource policies, poor grievance processing procedures, non-satisfactory performance appraisal system of the target area and poor communication system. On the basis of these findings, it is recommended that the management should improve their internal working environments to retain more talented workers. Subsequently, training policies as well as the creation of flexible working hours will encourage more workers to view their jobs as long-term careers not just a stop-gap employment opportunity as they looked to better prospects. The Tanzania Government should strengthen institutional Human capacity for management of Human Resource both in public and private institutions in line with its policy of decentralisation by devolution.