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The reason I stay, despite the fact that I don't particularly enjoy the actual work that I do is because of the company. I know, from experience and through exposure, that there are few companies out there that treat their employees as well as my company. To trade a company like this for another without having a clear idea of what I would like to be doing would be downright foolish. -- PR Account Executive

Knowing what motivates your employees and what encourages them to remain with your organization is critical. Don't you want to know what great things you are doing for your employees and how much it is appreciated? On the flip side, don't you also want to know where you can improve?

If creating a great company culture is one of your goals, getting the facts is step number one.

For three months, GoalManager collected data from managers and employees from across the globe. People were asked the following three questions:

1. What do you like about your current job? What are the things that keep you there?
2. What would lure you away from your current job?
3. What could your company do to help make your work more meaningful?

Although there was a diverse range of answers, there was a common thread in the responses to each question. What is important is that you walk away with an idea how to improve your own organization. Begin by posing the same questions to your team and company. What their responses reveal will be your key to creating a stronger company culture and organization:

What do these results mean to you?

People overwhelmingly responded that the People and the Environment they work in are the reasons why they stay at their organization. Often people will dislike their work or the product, but they will remain at an organization because of the people they work with all week. Great companies create a home for their employees. No one wants to leave a nest where one is cared for and a part of a "family."

As one employee commented, "[My current job satisfaction is] the people! I love everyone I work with. This company has gone out of it's way to create the perfect "culture" of people to work with."

Great companies create a home for their employees. No one wants to leave a nest where one is cared for and a part of a "family."

The office environment itself consists of an accumulation of the other factors for why people remain. Great management, benefits, perks, and flexibility all create a great place to work. If you can succeed or improve each of these areas, you will most likely find a group of people who will remain with your company indefinitely.

As you can see, salary is 5th on the list. Thus, you can't necessarily use the excuse that people leave your company for money. There has to be some reason why a person doesn't feel they are being fully compensated. If someone feels unhappy with their job, they believe they should be compensated more for their "tribulations" with your company.

However, that being said, you will see in the next area of research that "pay" is one of the main factors that could lure an employee away. We provide an explanation why this information is not contradictory to the platform that salary is not the main factor in job satisfaction.

As the consultants from Yellowbrick pointed out in their Retention MasterClass, keeping people means making people feel at home at your organization.