Employees stay when they are:

Paid Well:

Nobody likes it when they are being taken for a ride, and no employee is going to stick around if they aren’t being correctly compensated, especially when they are performing well or taking on new responsibilities. Other factors can have an impact on their happiness with pay, such as personal matters or the current economic climate. This isn’t to say that you must immediately issue a raise to all employees, but regular performance reviews can give both the employee and the employer the insight on where to be with salary and bonus schemes.


Everyone likes to be told they’re performing well, but how can this be expected to happen when the employee isn’t regularly spoken to and mentored on how to do their day to day job? If the employee is left to their own devices, 9 times out of 10, they’ll do a good job, but this means they still won’t be able to achieve their full potential, and explore any potential opportunities for career development. Transferring knowledge from one employee to another can be a great way of ensuring smooth operation and a much more positive workplace, due to a higher engagement between staff.


When an employee is empowered, “That’s not my job” is no longer an acceptable excuse. They are given the right authority and resources to make their work their own responsibility, and make it a reflection of themselves. An employee will recognise that their work from there on will have an integral part in the development and growth in the company, which will push them to be more invested in their workload.


If there is no trust in the workplace, it can cripple your workforce. Trusting your employees and peers can show that they are valued and you know they have a track record of consistently delivering good results. The more trust, the more responsibility and the more positivity is produced and enforced. There are many tell-tale signs of a lack of trust in the workplace, here are just a few:

  • Your peers won’t rely on you
  • You are rarely left alone, or allowed to handle high profile work by yourself (not always a bad thing)
  • Someone is always double checking your work
  • You are often excluded from higher level meetings
  • Your opinion isn’t highly valued

They key solution to resolve this is either by confronting people in friendly manner to get to the bottom of why you feel they don’t trust you, or if it is someone else you don’t trust, why not sit down with them and try to discuss any issues you might have?


Nobody likes to get left out, especially when they have no good reason to be! This can of course go back to trust issues, as people who can’t be trusted will tend to be left out of confidential or important meetings. The alienation of an employee can lower their self-worth and this can have a detrimental effect on the work they produce, and their attitude in and out of work. By keeping everyone in the loop, it can improve the workplace positivity and productivity as everyone will know what is expected of them.


When an employee is valued, they want to stay. They are constantly engaged and made to feel needed by their management and peers. When an employee isn’t praised or trusted, it makes them question their value to their company, and their colleagues. When an employee feels that they are replaceable, they are more likely to look elsewhere. Regular conversations about how the employee is progressing, and positive reinforcement about their service and work can ensure the employee feels valued in their position and that they are making positive contributions.


An employee can only stay in one position for so long, if they do not feel like they have a chance for progression and development then they will likely start to feel they need to move on. The ability to progress and oversee other employees, or even take on more important work will reinforce that they are doing a good job, and that they have an optimistic future at their company.


This can easily go back to being valued, if an employee is constantly hitting their targets and performing well, they can expect a little appreciation for their work. Even if they are underperforming, being coached and motivated to do better can boost an employee’s confidence and improve their future performance. An employee that feels appreciated for the work that they do will often try harder to hit their target and get their praise.

On a Mission:

Aimlessly working with no reward can often crush an employee’s spirit. Like everyone, they want to see their input get an output! Having goals and targets to hit and achieve can mean that they have something to work towards, and without this they can often find themselves feeling like they aren’t doing rewarding work.


If it’s too easy, it’ll get boring quickly and you’ll be left wanting more. By having work that challenges the employee, they can go through a process of gaining new experience and knowledge to help them develop in the future. But don’t let them go through it on their own, help and encourage where possible to ensure that they aren’t under too much pressure, and when they ask for advice, help![/fusion_text]