Analysis of influence factors in talent retention: research with employees in the private sector

Abstract

Objective: This study analyzed the factors that act as motivation catalysts in talent retention from the perspective of private-sector workers. The research aims to understand the main reasons influencing employees’ willingness to stay, considering recent changes in their perceptions. Methodology: This is a quantitative and descriptive study conducted through field research. Data collection was carried out via an electronic questionnaire created using Google Forms, consisting of 20 questions. A total of 142 responses were obtained. Results: The main motivational factors for staying in the current job include a healthy work environment, compensation, recognition and appreciation at work, and financial necessity. Regarding organizational strategies, respondents identified training and develop- ment as the primary action for talent retention, followed by compensation, flexible work schedules, and recognition. Additionally, most respondents consider investment in professional and personal development essential. Practical/managerial implications: The results highlight the importance of appreciation, recognition, and continuous employee de- velopment as effective strategies for talent retention. Companies should invest in training programs and provide favorable working conditions to retain their professionals. Social implications: Talent retention directly impacts workers' stability and satisfaction, promoting greater well-being and financial security. Furthermore, effective retention policies reduce turnover and contribute to a more productive and sustainable corporate environment.