Employee turnover has always been a problem within many organizations. Besides costing organizations highly, turnover rate shows an increasingly trend. This study aims to understand the dynamic of interplay factors in post-intention period in order to better treating employees with turnover intentions. Our research is a qualitative research using interpretive approach. It was conducted qualitative by case studies on two garment factories located in sub district of Klari, Karawang, West Java, Indonesia. Data have been collected by interviewing six supervisors at garment companies. They must have skills of patterning, cutting, and sawing, these will be delivery to their production line consisting of 40 staffs. Research findings show, firstly, that the pattern of interplay employee turnover factors is not the same from time to time. The driving and restraining factors are always changing. Secondly, that turnover decision is a very dynamic process. This study may also help companies in providing the information in decision-making for employment