In the 1950’s the Herzberg two-factor theory of motivation was developed by Frederick Herzberg.  The theory identified career progression as a key motivation factor for employees.  

This means that if there is a possibility to move up the employment ladder then work ethics will improve and be consistent, regardless of their level in the company.

Research tells us that this theory is still applicable in today’s businesses, for job satisfaction and job retention.

How employers can retain their employees through good management practices:

Do employees know how to progress?

  1. Have good internal talent strategies/programmes that are structured
  2. Set a 70/30{49e487dc58d82578f23c5c406439cfce3a665cb867e5bfeca07e901d95efa4b4} target for internal vs external recruitment (70{49e487dc58d82578f23c5c406439cfce3a665cb867e5bfeca07e901d95efa4b4} of recruits come from internal and 30{49e487dc58d82578f23c5c406439cfce3a665cb867e5bfeca07e901d95efa4b4} of recruits are external)
  3. Develop meaningful and practical appraisals that prompt open and honest discussion on career progression
  4. Follow on from this with strong Talent and Development offering to support progression and succession
  5. As always measure the results of your talent strategy in your employee satisfaction survey – the opportunities and support to progress should they wish to and take action on the results.

Businesses may benefit from an external party coming in and implementing satisfaction surveys and recruitment policies.

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