Telecom industry is a booming industry in Bangladesh. This industry has seen a tremendous growth in mobile penetration that has exceeded all expectations with over 154 million subscribers as of August 2018 versus only 4 million in 2004. To ensure sustainable growth of this large industry, the organizations have to recruit and retain their intellectual resources. In this age of highly volatile business environment, telecom companies of Bangladesh are continuously exposed by the job changing attitude of their valued employees. The employees are prone to switch their jobs to make their career advancements rather than focusing on the fundamental development of their organizations. They leave organizations for numerous reasons ranging from financial to personal ambition and in some case supervisor"s behavior, organizational culture and the working environment. Hence, this paper aims at identifying the significant factors that influence employee turnover in telecom industry of Bangladesh. The purpose of the study is to identify the factors that lead to employee turnover in these organizations. To conduct this research, 206 telecom employees at different levels were selected from three largest telecom companies of Bangladesh and interviewed. The sampled companies are: Grameen Phone Ltd, Robi Axiata Ltd, Banglalink Digital Communications Ltd. A structured questionnaire was used to collect primary information which was scored according to the liker-scale. Both descriptive and inferential statistics were used in analyzing data collected from survey. Multivariate analysis technique like factor analysis was performed to identify the factors of the turnover intention of the telecom employees in Bangladesh. Multiple regressions were run to identify the relationships between the factors identified and the overall turnover intention of the employees in this sector. The results show that there are seven factors concerning the turnover intension of the telecom sector industry of Bangladesh. The factors are: dishonesty and conflict with the supervisor, fulfillment of personal demand and promotion, supervisor change induces job switch, unfair performance influence turnover, alternative employee affects turnover, geographic location affects turnover decision, and fringe benefits help staying in the company.