Meeting those needs means a motivated employee. This information is not sufficient to identify motivation-oriented retention act ions. Most firms have individuals whose career preference is to be individual contributors and who want to become experts in their field. Examples include people who want to excel in sales, software development, accounting, marketing or engineering. People with this focus are not interested in management roles.
Firms also have individuals who are interested in management roles.
Their preference is gaining increasingly responsible positions where their decisions ultimately impact the success or failure of the firm. With an EMP that contains information on employee career preferences, the organization now has a better ability to manage retention. The firm can use the career preference information to take actions that will better motivate the individual. This increases the firm's ability to retain this individual. Recognition The Professional is focused on becoming an expert in their profession and values recognition in the form of peer recognition.