Overview
SHRM surveyed HR professionals about which job attributes matter most. The survey highlighted five consistent priorities that influence retention, engagement, and career satisfaction.
- Opportunities to use skills and abilities — Employees want work that matches their strengths and lets them grow professionally.
- Relationship with immediate supervisor — Trust, fairness, and regular two-way feedback shape daily experience at work.
- Communication between employees and senior management — Clear, timely communication reduces confusion and builds alignment.
- The work itself — Meaningful, higher-value work drives motivation more than routine tasks.
- Autonomy and independence — Appropriate authority and decision-making latitude matter for job satisfaction.
Key takeaways
- Non‑monetary factors (meaningful work, relationships, autonomy) often outweigh pay in retention.
- Managers and senior leaders play a central role in employee satisfaction through communication and trust.
- Organizations that align roles with skills and provide growth opportunities reduce turnover and improve performance.
How it works
Employees evaluate jobs across multiple dimensions: task content, relationships, recognition, and growth potential. Employers can use structured check‑ins, development plans, and clearer role definitions to identify mismatches and opportunities.
HR leaders and people managers can translate survey results into targeted actions such as role redesign, clearer career paths, or manager coaching programs to address the top concerns directly.
What it may cover (and what it may not)
Practical interventions typically cover role clarity, training, manager development, and communication improvements. Some programs also include formal recognition, stretch assignments, or redesigning workflows to increase meaningful work.
Not every solution changes compensation immediately, and some culture or structural issues take time to address; short-term fixes should be paired with longer-term plans to be effective.
For organizations that need specialized protection tied to HR services or leadership transitions, consider industry-specific coverage such as Human Resource Consulting Services Insurance or solutions focused on executive-level needs like Executive Benefits.
Common mistakes to avoid
Assuming pay alone will fix engagement problems is a frequent error; non‑financial drivers often require manager and process changes.
Another mistake is implementing one-off training without aligning roles and expectations, which can leave skills underutilized.
Avoid weak communication plans—announcing changes without explaining why or how they affect employees commonly erodes trust.
Questions to ask an agent
What types of organizational risks and service gaps should we consider when supporting HR functions?
Are there specific policies or coverages you recommend for firms that provide HR advisory or leadership placement services?
How can insurance or benefits solutions be structured to support retention and executive transition plans?
Next steps
Start by mapping the five priority areas to concrete actions: align roles to skills, coach managers on effective relationships, improve senior‑level communication, elevate task value, and clarify decision authority.
If your organization provides HR services or is planning leadership hires, review specialized offerings such as Attracting Leadership Talent and HR Opportunities to ensure operations and placements are supported.
Finally, if you want to review options with a professional, you can talk to an agent about coverage and support aligned to your people strategy.
Frequently Asked Questions
How can managers improve their relationship with direct reports?
Regular one‑on‑ones focused on development, clear expectations, and timely feedback build trust and reduce perceived unfairness.
What is the quickest way to make work feel more meaningful?
Reframe tasks to show impact on organizational goals and provide opportunities for employees to own outcomes or lead small projects.
When should an organization consider external support for HR or leadership needs?
Seek external expertise when internal capacity is limited, when you need specialized placement or benefits design, or during major transitions.
Can improving communication reduce turnover?
Yes—clear, consistent communication from leaders reduces uncertainty and often improves retention when paired with action.