Employee retention strategies in primary schools in Uganda: a case of Wakiso district

Abstract

This study investigated the employee retention strategies in primary schools in Uganda with a case of Wakiso District. The purpose was to evaluate the factors influencing employee retention in primary schools and provide insights into strategies for improving retention rates. The study aimed to identify existing employee retention strategies, determine the challenges hindering retention, and propose strategies for enhancing retention. A descriptive cross-sectional design was used, and data were collected from 332 respondents, including teaching and non-teaching staff across various municipalities in Wakiso. The findings revealed that inadequate compensation, lack of career development opportunities, poor work environment, insufficient organizational support, job insecurity, and lack of work-life balance were major contributors to high turnover rates. Respondents expressed dissatisfaction with salary structures, limited promotion prospects, and restricted access to professional development opportunities. They also highlighted challenges such as overcrowded classrooms and insufficient teaching materials, which further undermined their job satisfaction and commitment. The study on employee retention in primary schools in Wakiso District identifies several critical factors influencing teacher retention, including compensation, career development opportunities, work environment, work-life balance, organizational support, and job security. Teachers expressed dissatisfaction with their compensation, citing low salaries and inconsistent payment practices. A lack of career development opportunities and clear promotion paths also contributed to high turnover rates, as did a poor work environment, including inadequate school infrastructure and strained staff relationships. Additionally, work-life balance issues, such as heavy workloads and limited personal time, led to stress and burnout. Teachers also felt undervalued due to insufficient organizational support and unclear job security. Addressing these concerns through improved compensation, career progression, better working conditions, support systems, and job security policies could significantly enhance teacher retention and the overall quality of education in the region. Subject keywords; Employee retention, Primary schools, Wakiso district