Assignment:
As mentioned in the previous thread, being compensated for your contributions and performance, as well as, finding satisfaction in your position is the baseline for most individuals regarding career development, long term happiness, and employee retention.
Dessler discusses the importance of retaining talent and that the best strategies to maintain top talent start before you hire them (2013). Employee retention stems back from initial hiring practices including recruiting, selecting, training, appraising, and compensation (Dessler, 2013, p.323). By alleviating turnover in staff, a company can grow into a comfortable 'second home' for many of us and it is through active engagement that we find a way to contribute to our individual success.
Stephen Miller (2016) discusses the importance of budgeting for retaining top talent not only with monetary incentives but through career development opportunities as well (2016). Career development as an incentive leads me to believe that long term career development is just as important as a paycheck. What I pull from this statement is that most top performers want to develop and build on what they have to offer, they too want to invest in their future potential, not just right here and right now. I believe Dessler terms this concept, employee engagement, and it's through this enrichment that employees can find a connection to their work (2013). By finding a connection and fulfillment through one's work, long term corporate loyalty and performance would lead to retention.
Personally, if I felt reasonably compensated, appreciated, and challenged, I would not want to leave my place of employment.