5. Top 15 Retention Drivers
Retention Items %
1. Exciting work & challenge 48.4
2. Career Growth, Learning & Development 42.6
3. Working with great people & relationships 41.8
4. Fair pay 31.8
5. Supportive management/great boss 25.1
6. Being recognized, valued & respected 23.0
7. Benefits 22.0
8. Meaningful work, making a difference & contribution 17.0
9. Pride in organization, its mission & product 16.5
10. Great work environment / culture 16.0
11. Flexibility 13.6
12. Autonomy, creativity and a sense of control 12.6
13. Job security & stability 10.5
14. Location 10.3
15. Diverse, changing work assignments 7.7
Source: Career Systems International, 2005
6. Other Research
Retention Items
1. Career growth, learning and development
2. Exciting work and challenge
3. Meaningful work, making a difference and a contribution
4. Great people
5. Being part of a team
6. Good boss
7. Recognition for work well done
8. Fun on the job
9. Autonomy, sense of control over work
10. Flexibility β for example, in work hours and dress code
11. Fair pay and benefits
12. Inspiring leadership
13. Pride in organization, its mission and quality of product
14. Great work environment
15. Location
Source: Love βEm or Lose βEm, 1999
19. # 4 5
B #
Consumer Markets
Consumer Markets
Value delivery better than
Value delivery better than
competitors
competitors
Talent Markets
Talent Markets Financial Markets
Financial Markets
Employer of choice β
Employer of choice β Returns in excess of
Returns in excess of
Employees of choice
Employees of choice alternatives
alternatives
!
Public Policy and
Public Policy and
Reputation
Reputation
Conformity with
Conformity with
expectations
expectations
30. ,. +
Components of Career Motivation
Career Resilience Company Value
β’ Innovation
β’ Employees adapting to unexpected changes
β’ Commitment to Company
β’ Pride in Work
Career Insight Employee Value
β’ Be aware of skill strengths and weaknesses
β’ Participate in learning activities
β’ Cope with less than ideal working
conditions
β’ Avoid skill obsolescence
Career Identity
33. ,
Dimension Traditional Career Protean Career
Goal Promotions Psychological success
Salary increase
Psychological contract Security for commitment Employability for flexibility
Mobility Vertical Lateral
Responsibility for Company Employee
Management
Pattern Linear and expert Spiral and transitory
Expertise Know how Learn how
Development Heavy reliance on formal Greater reliance on relationships
training and job experiences
35. ; @
Exploration Establishment Maintenance Disengagement
Developmental Identify interests, Advancement, Hold on to Retirement
tasks skills, fit between growth, security, accomplishments planning, change
self and work develop life style , update skills balance between
work and non-
work
Activities Helping Making Training Phasing out of
Learning independent Sponsoring work
Following contributions Policy making
directions
Relationships Apprentice Colleague Mentor Sponsor
to other
employees
Typical age Less than 30 30 β 45 45 β 60 61+
Years on job Less than 2 years 2 β 10 years More than 10 More than 10
years years
55. 1
Roles Responsibilities
Coach Probe problems, interests, values, needs
Listen
Clarify concerns
Define concerns
Appraiser Give feedback
Clarify company standards
Clarify job responsibilities
Clarify company needs
Advisor Generate options, experiences, and relationships
Assist in goal setting
Provide recommendations
Referral agent Link to career management resources
Follow up on career management plan