This research involved an investigation of the use of strategies, theories, incentives, and benefits in an on-going effort to extend the retention of valuable employees in present-day organizations, after employees have reached the decision to depart the organization. Areas examined include strategies and theories that have historically been identified and used to retain personnel; as well as current data pertaining to employee retention, the relationship between voluntary employee turnover, especially dysfunctional turnover, employee retention, and indicators that show whether the organization has a strong retention strategy in place. Eight individuals from a university's masters programs participated in the research. The research method was qualitative and followed a descriptive phenomenological approach. Data collection methods included a combination of open-ended interviews, questionnaires that provided preliminary background information, and observations.