Introduction: The success or failure of any organization mainly depends on its employees. All HR managers always care about employees' intentions towards the organization. Because assuming that employees plan to leave their jobs will be costly for companies, which will involve recruitment and selection costs, costs related to training and development, more than the loss of competent employees who have gained experience while its the job it is fundamental. The role of the HR manager is therefore very critical in retaining selected and well-trained employees in the organization for longer periods. Maintaining this invaluable “asset” of the company is therefore becoming one of the most important functions for all human resources officials. You need to constantly sensitize them about the harmful effects of job hopping and thus avoid employee churn rate at all costs. This research paper tried to find out the perception of employees towards their job and the factors that push the employee to leave the organization. Literature Review: At a lay level, employee turnover can be understood as employees voluntarily leaving their organization. But technically, employee turnover is defined as the ratio of employees hired into a company to those removed from that company in a given period of time. Employee turnover has both positive and negative influences on organizational performance (e.g., Dalton & Todor, 1979; Dess & Shaw, 2001; Mobley, 1982; Staw, 1980). Maintaining the level of employee satisfaction is the main root of the organization's success over a long period of time (Berry, 1997). Loss of skilled employees will lead to reduction in quality, productivity...... middle of paper...... & Conlon, D. E. 1991. The dynamics of intense work groups: a study of British string quartets . Administrative Science Quarterly, 36: 165-186.P., Preston, S. H., & Coale, J. (2012). Age structure, growth, attrition, and membership: A new price synthesis, J. L. & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of Management Journal, 24, 543-65Porter, L. W., & Steers, R. M. 1973. Organizational, job, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80: 151-176.Riley, B. K. (2009). EMPLOYEE RETENTION: An empirical study of direct care employees at ACHIEVE. Shrivastava, A., & Purang, P. (2009). EMPLOYEES' PERCEPTION OF JOB SATISFACTION: A COMPARATIVE STUDY OF INDIAN BANKS, 14(2), 65-78. Thaden, E. (2007). UNDERSTANDING ATTRITION AND PREDICTING EMPLOYMENT DURATION, Master of Science Thesis, Vanderbilt University.