The general objective of the study is to assess the impacts of employee turnover on organizational performance, a case study of Barclays Zimbabwe. The study was guided by the following specific objectives, to assess the level of employee turnover and its practices in Barclay Bank, to assess the impact of employee turnover on bank performance, to assess the determinant factors for employee’s turnover in Barclays bank and to proffer solutions and recommendations on how the problem can be redressed. The targeted groups for this study were the Barclays bank employees in Harare. However, given both time and resources constraints, deliberate sampling techniques were used to obtain one work area, that is Harare, thus a target population of 35 employees but the This study used a sample of 30 respondents which comprised 10 respondents from Barclays bank, 10 clients of the Bank as well as 10 Bank former workers. Most respondents felt that high rate of employee’s turnover impacted negatively on organization productivity since most of the experienced and highly productive staffs were lost and it took a long time before the newly recruited staff. Lack of staff training denied the employees with an opportunity for skills development and this encouraged most of the employees to leave the organization and seek jobs in organization that offered career development opportunities. Organization management was not commitment to employees’ skills development and this hampered exposure of employees. 
The study concluded that causes of employee’s turnover that impacted negatively on organizational productivity included; lack of employee’s retention strategies, low level of employee motivation, lack of career development opportunities and poor work environment. 
The study recommended that the organization human resource management should employ strategic strategies such as increased salaries and remuneration, providing recognition, and vi individual growth opportunities. The organization human resource management should provide open communication, offer employee reward program, offer recreation facilities as well as various gifts.

The general objective of the study is to assess the impacts of employee turnover on organizational performance, a case study of Barclays Zimbabwe. The study was guided by the following specific objectives, to assess the level of employee turnover and its practices in Barclay Bank, to assess the impact of employee turnover on bank performance, to assess the determinant factors for employee’s turnover in Barclays bank and to proffer solutions and recommendations on how the problem can be redressed. The targeted groups for this study were the Barclays bank employees in Harare. However, given both time and resources constraints, deliberate sampling techniques were used to obtain one work area, that is Harare, thus a target population of 35 employees but the This study used a sample of 30 respondents which comprised 10 respondents from Barclays bank, 10 clients of the Bank as well as 10 Bank former workers. Most respondents felt that high rate of employee’s turnover impacted negatively on organization productivity since most of the experienced and highly productive staffs were lost and it took a long time before the newly recruited staff. Lack of staff training denied the employees with an opportunity for skills development and this encouraged most of the employees to leave the organization and seek jobs in organization that offered career development opportunities. Organization management was not commitment to employees’ skills development and this hampered exposure of employees. 
The study concluded that causes of employee’s turnover that impacted negatively on organizational productivity included; lack of employee’s retention strategies, low level of employee motivation, lack of career development opportunities and poor work environment. 
The study recommended that the organization human resource management should employ strategic strategies such as increased salaries and remuneration, providing recognition, and vi individual growth opportunities. The organization human resource management should provide open communication, offer employee reward program, offer recreation facilities as well as various gifts.