Retention is a top concern of management in any industry, especially with the top talent in an organization.
So how do you get your great employees to stay? The answers are pretty consistent.
Share the Vision
Workers don't get excited about going to their job because of a profit line or a margin of success for the quarter.
When a company creates an atmosphere where the goals are monetized and clearly defined, this may serve well for management for tracking objectives, but these goals and objectives should be a means by which an overall vision is achieved.
Great companies of the 20th and 21st century all have this vision, however simple or vague it may be. Google's vision is to bring together all of the information that exists, and allow people to find any aspect of it. Goals involving profit margins and new acquisitions are important, of course, to the success of the company - but employees want to know why the company should succeed.
Tell them. Don't make it some big secret. Visionary founders like Walt Disney or Steve Jobs ensured that the goal of the organization was so clearly defined they forced industries to invent around them. This is where you want your company to be, and this is where star workers want to be employed.
Leadership, Fun, and the Future
It is important to have leadership inside of an organization that can be respected as well as liked.
Not in the sense that every manager should try to be every employee's friend - that's a terrible strategy for management. Employees need to understand that there will be people in positions of power that they enjoy being around and working with, and people that they will not.
The important part is that either way, employees are encouraged to be led well by strong and informed leaders, and that they are encourage to enjoy what they do while they are working.
The task and the environment are equally as important - workers need to know that their work is meaningful and they need to know it is being performed in a supportive atmosphere.
If employees don't get along with their managers, don't like them, or don't trust them - they will leave a company in spite of a high paying salary or other traditional benefits.
This shows us that the traditional methods of reward and compensation are starting to become very commonplace, and if you want to hang on to your best talent, you're going to have to do more for them than a good paycheck.