The 12 Keys to Employee Retention

This past weekend I was in Penn Quarter, the historic East End neighborhood of Washington, DC, searching for a venerable cupcake store called Red Velvet Cupcakes (highly recommend the vanilla bean cupcake, by the way).  En route, I stumbled across the Gallup Organization’s global headquarters.  Quite possibly most well-known for their accuracy in analyzing the potential outcome of the US Presidential Elections, Gallup is also an outstanding resource when it comes to research on workforce productivity and employee management.

Spotting the Gallup HQ reminded me of a study they completed over a decade ago that has always resonated with me, particularly as the year comes to a close and annual reviews are marked on the calendars.  The Gallup Organization identified 12 workers beliefs that they argue play the biggest part in triggering a profitable, productive workplace.  The moral of their study is that a positive attitude equals stronger employee performance and ultimately a more profitable and successful organization.

Given the changes in the workplace and world over the last 10-15 years, I wondered if the Gallup Poll survey would be out-of-date.  This morning, I looked back on that list of worker beliefs.   Did I find an outdated, irrelevant list?  Not at all.  What I did find is a list of the most basic keys to retention that money can’t buy (pun intended).

As we approach the end of the year and annual reviews, I challenge employees and employers to reflect upon this list.  As the employee, consider how your attitude to your work and company are formed based on these.  As the employer, consider ways that you could respect these basic worker beliefs and take an opportunity during the review process to address each of them as appropriate and necessary.

Without further ado, the Gallup Organization’s list of basic worker beliefs:

1. I know what is expected of me at work.
2. I have the materials and equipment I need to do my work right.
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days I have received recognition or praise for doing good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
7. In the last six months, someone at work has talked to me about my progress.
8. At work, my opinions seem to count.
9. The mission/purpose of my company makes me feel my job is important.
10. My fellow employees are committed to doing quality work.
11. I have a best friend at work.
12. This last year, I have had opportunities at work to learn and grow.

Do you think there are any missing worker beliefs from this list?  How do you incorporate these beliefs in your own employee retention strategies?