Jove
Visualize
Contact Us
JoVE
x logofacebook logolinkedin logoyoutube logo
ABOUT JoVE
OverviewLeadershipBlogJoVE Help Center
AUTHORS
Publishing ProcessEditorial BoardScope & PoliciesPeer ReviewFAQSubmit
LIBRARIANS
TestimonialsSubscriptionsAccessResourcesLibrary Advisory BoardFAQ
RESEARCH
JoVE JournalMethods CollectionsJoVE Encyclopedia of ExperimentsArchive
EDUCATION
JoVE CoreJoVE BusinessJoVE Science EducationJoVE Lab ManualFaculty Resource CenterFaculty Site
Terms & Conditions of Use
Privacy Policy
Policies

Related Experiment Videos

Hiring, engaging and retaining the A-team.

David Ollier Weber1

  • 1doweber@kilasprings.net

Physician Executive
|October 18, 2005
PubMed
Summary

Retaining top employees requires more than just recognition or salary. Factors like family support and professional growth opportunities are crucial for keeping high-performing individuals engaged and satisfied.

Related Concept Videos

You might also read

Related Articles

Articles linked to this work by shared authors, journal, and citation graph.

Sort by
Same author

'Genius Bar' Links Patients Devices for Better Engagement, and Outcomes.

Hospitals & health networks·2018
Same author

CRIME SCENE INVESTIGATION: HOSPITAL VIOLENCE!

Physician leadership journal·2016
Same author

The patient experience.

Trustee : the journal for hospital governing boards·2014
Same author

Choices at the end of life. Four hospitals' multifaceted programs ensure the patient's voice is heard.

Trustee : the journal for hospital governing boards·2013
Same author

After the storms.

Trustee : the journal for hospital governing boards·2013
Same author

The state of the unions.

Physician executive·2011

Area of Science:

  • Human Resources
  • Organizational Psychology
  • Employee Retention

Background:

  • Traditional employee retention strategies often focus on financial incentives and performance reviews.
  • There's a growing need to understand the multifaceted factors influencing employee loyalty and job satisfaction.
  • Star players, or A-team members, have unique needs that may differ from the general workforce.

Purpose of the Study:

  • To investigate the primary drivers of retention for high-performing employees.
  • To identify factors beyond monetary compensation that contribute to employee satisfaction.
  • To understand the role of personal life and career development in retaining key talent.

Main Methods:

  • Qualitative analysis of employee feedback.
  • Surveys assessing job satisfaction and motivation.
  • Case studies of organizations with high employee retention rates.

Main Results:

  • Financial incentives and praise are insufficient for long-term retention of top talent.
  • Work-life balance and family support significantly impact employee decisions to stay.
  • Opportunities for professional development and challenging work are critical motivators.

Conclusions:

  • Employee retention strategies must adopt a holistic approach, considering personal and professional life.
  • Organizations should prioritize creating a supportive environment that values employee well-being and career advancement.
  • Investing in factors beyond salary is essential for retaining valuable employees.

Related Experiment Videos