Productivity declines when employees voluntarily leave an organization. The purpose of this case study was to explore strategies that business leaders use to reduce turnover among their skilled information technology (IT) professionals in the Dallas-Fort Worth area. Six business leaders were selected because they had implemented strategies to retain skilled IT professionals. Herzberg's 2-factor theory was the conceptual framework for this doctoral study. Data were collected from semistructured interviews and review of the organization's policies, procedures, and personnel handbook. Data analysis consisted of assembling the data, organizing the data into codes, compiling the data into themes, and interpreting and disclosing information about the themes. Member checking and methodological triangulation increased the validity and reliability of the study. Three themes emerged from the study: engaging employees and building positive relationships, recognizing and rewarding employees for their contributions, and retaining employees is not related to compensation. Recommendations for action include designing or redesigning strategies to engage and recognize employees for their efforts and achievements. The findings from this study may contribute to social change by supporting business leaders' ability to provide high-quality, affordable services to customers and local communities due to higher retention of skilled employees and reduction of costs associated with employee turnover.