Promotions, pay bumps and office perks can boost morale, but they’re often few and far between, especially during uncertain economic times.
When budgets are tight and hiring freezes stall career growth, managers may need to find other ways to keep their teams engaged. But sometimes, it’s less about the perks employees receive and more about whether they feel valued, supported and able to grow.
So, what actually motivates employees, and what can managers do to keep their best talent from leaving?
Here’s what workplace experts say about how to improve employee retention.
What are the signs of a disengaged employee?
One sign of a disengaged employee is that they stop speaking up. Jaclyn Mayes-Avíla, an HR director
with nearly 20 years of experience, says managers should pay attention when employees stop offering feedback or participating in conversations.
“I think the biggest thing is people stop talking, they stop providing feedback, because they feel like what's the point?” she says.
Ashley Herd, an HR professional and founder of Manager Method, says employees may also become quieter when they feel speaking up is no longer worth it.
An employee may still be doing their job, but they might stop sharing ideas or raising concerns if they feel their efforts aren't being recognized or their feedback won't lead to change.
Other warning signs can include changes in personality, attendance, punctuality or work performance. But managers shouldn't automatically assume the problem is work-related. Mayes-Avíla says it's important to check in with employees and try to understand what's behind the change rather than jumping to conclusions.
Regular one-on-one conversations can help managers spot problems early and give employees a chance to be heard. Mayes-Avíla suggests asking questions such as, “give me two things that you enjoy about your job” and “tell me what you feel is a challenge for your job.”
The goal is to understand what isn't working and what support an employee might need. As Mayes-Avíla puts it, “I want them to feel like they're being heard, I want them to feel like they're supported.”
Does higher pay really retain employees?
While higher pay and bonuses can help with employee retention, salary alone doesn't necessarily keep employees engaged in their work.
“Pay can absolutely impact retention,” Herd says. She explains that getting a raise can make it harder to leave, particularly when employees weigh the financial benefits of staying against the uncertainty of switching jobs.
But “there's a big difference between retention and engagement, and both really matter,” Herd says. Employees may stay because leaving feels financially difficult, even if they aren't particularly invested in their work.
So what motivates employees beyond pay? Herd points to three factors: stability, respect and autonomy.
“Respect can mean being treated like a real human being” when mistakes happen, rather than feeling belittled, Herd says.
And autonomy can mean whether employees feel they “have control over things” in certain aspects of their jobs.
For employers looking at how to retain top talent, the takeaway is that compensation matters, but so does making employees feel respected, recognized and trusted.
A paycheck might give someone a reason to stay, but the way they're treated at work can shape whether they actually want to.
The do’s and dont’s of retaining talent
Knowing how to retain employees starts with understanding what makes them feel valued and supported.
Do: Follow through on employee feedback.
Asking employees for feedback only works if managers, and leadership act on what they hear. Employees can become frustrated when companies repeatedly ask for input without making changes or discussing the results.
“Employees do not like answering multiple surveys where nothing has changed, nothing was discussed, there's no follow-up,” Mayes-Avíla says.
Instead, “when you build those surveys, have the employee in mind, create an employee resource group so that they actually have a voice too, and they feel like somebody on their level is listening. I think that's a way to combat all of that,” she says.
Managers should communicate what they plan to do with employee feedback, even if they can't address every concern.
Don't: Rely on feel-good slogans instead of transparency.
Telling employees “we're all in this together” can ring hollow when workers face different financial pressures and professional circumstances. Instead of relying on the idea that a workplace is a family, employers should acknowledge those differences and be honest with employees about what the organization can and can't offer.
Don’t: Only talk to employees when something goes wrong
Herd says one common mistake managers make is only speaking with employees when the employee has made a mistake or when it's time for a performance review.
“I only hear from my manager if I've done something wrong,” is a complaint she frequently sees employees share on social media. That pattern, she says, can make people “feel smaller and smaller and smaller.”
Instead, managers should make time for meaningful conversations and recognize employees when things go right, too.
“By showing up and being there, checking in and talking about things when things go right, that's a way that you can motivate people because they feel like you care about them,” Herd says.
What motivates employees at work?
When raises are off the table and promotions are hard to come by, keeping employees motivated can be a challenge.
Employee motivation isn't always about a bigger paycheck or the promise of a new title. Sometimes, it starts with clarity, feeling valued and understanding where you can go next.
Mayes-Avíla says managers can help employees navigate uncertain times by offering two things: clarity and predictability.
“Most of the time employees have a hard time understanding the why, and so the information that managers and leaders can share they should share,” she says. “Clarity goes a long way,” she added, and honesty can make employees feel connected to their leaders.
Even when leaders don't have all the answers, consistent communication can help employee engagement.
What is USA TODAY Top Workplaces?
Each year, USA TODAY Top Workplaces, a collaboration between Energage and USA TODAY, ranks organizations across the U.S. that excel at creating a positive work environment for their employees. Employee feedback determines the winners.
In 2026, over 1,600 companies earned recognition as top workplaces. Check out our overall U.S. rankings. You can also gain insights into more workplace trends and advice by checking out the links below.
This article originally appeared on USA TODAY: Want employees to stay? Pay matters, but managers matter, too
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