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The Top 10 'Reasons To Stay' Your Staff Actually Want – According To Research
- WorkNourish.com
- Mar 25
- 5 min read
As businesses continue to adapt to changing workforce expectations, tailoring incentives to employee needs will be crucial for success in 2025 and beyond.
Employee incentives have become a critical component in attracting, motivating, and retaining top talent. While perks like free snacks and gym memberships are nice, they don’t necessarily translate into long-term engagement or job satisfaction. Research shows that the most effective incentives are those that directly address employees' needs, values, and work-life balance. Here, we’ll explore the top 10 'reasons to stay' that research studies show staff truly want, ranked from 10 to 1, and give examples of companies using them successfully.
10. Flexible Work Hours
Research Insight: According to a study by Gallup, 54% of employees would leave their current job for one that offers flexible work hours. Flexible hours provide employees with more control over their workday, allowing them to balance professional and personal responsibilities more effectively.
Example: Salesforce, a leader in cloud-based software, has embraced flexible work schedules and even introduced a "Results-Only Work Environment" (ROWE). Employees are evaluated on their productivity and results rather than strictly on the hours they spend at the office. This flexibility has helped Salesforce retain talent and improve employee satisfaction.
Effectiveness: Offering flexibility helps reduce burnout, increase productivity, and boost employee morale. It’s especially important in industries where employees value autonomy and work-life balance.
9. Recognition Programs
Research Insight: A study by Officevibe found that employees who feel appreciated are more likely to be motivated and productive. Employee recognition programs that acknowledge achievements, whether big or small, can foster a positive workplace culture and increase job satisfaction.
Example: Zappos, the online retail giant, is known for its robust recognition program. They celebrate achievements through peer-to-peer recognition, with employees awarding each other “Zollars” (Zappos’ internal currency) that can be redeemed for prizes.
Effectiveness: Zappos' program has led to improved employee engagement, loyalty, and an environment where staff feel valued. Recognition programs are particularly effective at reducing turnover and fostering a sense of belonging.
8. Health and Wellness Programs
Research Insight: The Harvard Business Review reports that companies investing in employee wellness programs see a 28% reduction in sick days and a 26% improvement in overall productivity. Health incentives like gym memberships, mental health support, and wellness challenges have become essential to modern workplace benefits.
Example: Google has long been a champion of employee wellness, offering comprehensive health programs, on-site fitness centers, and even access to health professionals. Google’s "Wellness at Work" program aims to improve both physical and mental well-being.
Effectiveness: By focusing on employee well-being, Google has increased engagement, reduced stress-related issues, and created a healthier work culture, leading to higher retention rates.
7. Professional Development Opportunities
Research Insight: According to LinkedIn’s 2020 Workforce Learning Report, 94% of employees would stay longer at a company if it invested in their learning and development. Continuous education and training opportunities help employees grow both personally and professionally, keeping them motivated.
Example: LinkedIn offers employees access to a wide array of professional development resources, including LinkedIn Learning, which provides courses across a wide variety of industries. This investment in growth fosters a culture of innovation and keeps employees engaged.
Effectiveness: Providing opportunities for career advancement improves job satisfaction, reduces turnover, and enhances employee loyalty. Professional development is especially crucial in industries that require constant skill upgrading.
6. Paid Time Off (PTO) and Mental Health Days
Research Insight: A study from the Society for Human Resource Management (SHRM) revealed that 79% of employees consider PTO a key factor in choosing a job. Mental health days are gaining traction as a necessary incentive for maintaining employee well-being.
Example: Cisco offers employees up to 15 paid days for mental health and wellness each year. This includes time for counseling, therapy, or any personal mental health-related needs.
Effectiveness: Cisco’s mental health initiative has created a supportive environment where employees feel cared for. The initiative not only improves employee well-being but also leads to increased productivity and less burnout.
5. Competitive Salaries and Bonuses
Research Insight: According to a Glassdoor survey, 67% of employees consider salary to be the most important factor in their job satisfaction. Competitive pay, performance-based bonuses, and raises are fundamental in keeping employees engaged and motivated.
Example: Netflix is known for offering its employees competitive salaries and generous bonuses, especially for high performers. Netflix offers pay based on market value, giving employees the flexibility to negotiate salaries that reflect their value.
Effectiveness: Netflix’s approach to salary and performance bonuses helps retain top talent, ensuring that high-performing employees feel valued. Offering competitive pay is essential in industries where talent is in high demand.
4. Work-Life Balance Initiatives
Research Insight: According to Gallup, employees who feel they have a good work-life balance are 21% more productive than those who don't. Programs that help employees manage work-life balance—such as remote work options, flexible scheduling, and generous leave policies—are becoming more critical in attracting and retaining employees.
Example: Spotify has embraced work-life balance through its "Your Work, Your Way" program, which offers flexible hours and a hybrid work model. Employees can also access mental health resources and extended paid leave.
Effectiveness: Spotify’s work-life balance initiatives have resulted in increased job satisfaction and lower turnover rates. The flexibility to manage work and personal life helps employees stay refreshed and committed to their roles.
3. Retirement and Financial Planning Support
Research Insight: Fidelity’s 2021 Plan Sponsor Attitudes Study found that 69% of employees say their employer’s retirement plan is a key factor in their job satisfaction. Providing access to financial planning resources, retirement contributions, and savings plans can be a major motivating factor.
Example: Microsoft offers employees a comprehensive retirement plan, including 401(k) contributions, financial counseling, and investment education. The company also helps employees plan for long-term financial security.
Effectiveness: Microsoft’s financial planning support helps employees feel secure about their future, reducing stress and improving overall satisfaction. This incentive shows employees that their employer is invested in their long-term well-being.
2. Career Advancement and Promotions
Research Insight: According to a report by PwC, 55% of employees say opportunities for career advancement and promotion are key to their engagement. Clear career progression pathways and internal mobility opportunities motivate employees to stay committed and perform at their best.
Example: PwC offers its employees a well-defined career development plan, with structured feedback, mentorship, and the chance for growth within the organization. The company promotes from within and provides employees with opportunities to take on new roles and challenges.
Effectiveness: PwC’s investment in career advancement opportunities has resulted in high retention rates and a motivated workforce. Employees are more likely to stay with a company that offers clear paths to promotion and growth.
1. Autonomy and Empowerment
Research Insight: According to a study by Gallup, employees who feel empowered and have control over their work are 23% more likely to be happy and engaged. Empowering employees to make decisions, take initiative, and be independent in their roles can significantly boost motivation and satisfaction.
Example: Atlassian, an Australian software company, empowers its employees by giving them significant autonomy in how they approach their work. Their “ShipIt” program allows employees to work on any project of their choosing for 24 hours, encouraging innovation and creativity.
Effectiveness: Atlassian’s culture of empowerment has led to higher employee engagement, greater innovation, and a strong sense of ownership. Autonomy helps employees feel trusted and valued, leading to greater job satisfaction and improved performance.
Employee incentives that focus on what staff truly value are essential to building a motivated, engaged, and loyal workforce. Research shows that factors such as flexible work hours, recognition programs, wellness initiatives, and career advancement opportunities are highly effective in attracting and retaining top talent. By offering the incentives that employees actually want, companies not only boost morale but also enhance productivity and reduce turnover. As businesses continue to adapt to changing workforce expectations, tailoring incentives to employee needs will be crucial for success in 2025 and beyond.
