In educational institutions, employee turnover decreases productivity, profitability, and sustainability. In 2015, organizations lost $60 million in assets as the result of employee turnover. High employee turnover rates have an adverse influence on productivity, which leads to unsustainable business practices. Some college leaders lack strategies to reduce employee turnover and maintain sustainability. Using the motivation-hygiene needs (2-factor theory), the purpose of this single case study was to explore strategies for-profit educational leaders used to reduce employee turnover and maintain sustainability in Florida. Participants were purposefully selected to ensure they had experience implementing effective employee turnover reduction strategies. The data collection was through face-to-face semistructured interviews with 5 managers and the review of organizational documents on employee turnover. Data were analyzed using inductive coding of phrases, word frequency searches, and theme interpretation. The 3 themes that emerged were: Effective communication reduced employee turnover, creating a supportive work environment reduced employee turnover, and job satisfaction and competitive compensation decreased turnover. Reducing employee turnover contributes to social change by providing college leaders with valuable insight that can lead to improved organizational growth, enhanced sustainability, and increased profitability. A reduction of employee turnover might help leaders provide new employment opportunities and promote prosperity for local families and the community.