Retaining a devoted and skilled workforce has become of paramount importance in China’s dynamic and competitive education sector. The consequences of employee turnover bear weight, especially for institutions striving for global excellence, impacting both institutional continuity and the quality of education. This study explores the factors influencing employee turnover intention within Chinese academic institutions and prioritizes these factors based on their significance. A two-round Delphi method was employed to solicit and synthesize expert opinions through iterative rounds. Nineteen experts from private education institutions in Fuzhou, China, were selected using a combination of purposeful and snowball sampling. In the first round, experts listed the factors contributing to employee turnover intentions, which were then analyzed using thematic analysis. In the second round, the experts ranked these dimensions from most to least important. The study identifies five pivotal factors affecting turnover intentions, listed in order of importance: (1) compensation, benefits, and employee recognition; (2) career development and advancement opportunities; (3) professional growth, training, and job security; (4) leadership, management support, and organizational culture; and (5) work-life balance and work environment. This research proffers actionable recommendations to discern and counteract contributors to employee turnover. The insights furnish invaluable guidance for Chinese educational institutions, underscoring the necessity of employee contentment and laying the groundwork for a sustained and driven workforce.
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