Adjust your means of recognition to individual styles and preferences. The study of exit interviews found that the majority of talented people leaving their companies felt unimportant, underutilized and not appreciated. This was especially true with those in their 20s and 30s. They said they didn't leave because of the money. They left because they didn't feel valued on a daily basis.
Studies show that people want more meaning in their work and a better quality of life.
As leaders, we need to find out what our people need to enhance the quality of their work environment. Taking time to coach and mentor your people pays off. Point out opportunities in their career growth such as encouraging specific training. Don't be afraid to ask them tough questions and guide them in finding the right path. Help them identify ways to leverage their skills and accomplishments.