"Job seekers from entry-level to executive are more concerned with opportunities for learning and development than any other aspect of a prospective job," according to an article in the Harvard Business Review. As well, Jumpstart HR CEO Joey V. Price told SHRM Online, "I still believe employee professional development is a key driver in employee engagement and retention because motivated employees are always looking to learn something new.

 "Companies that offer paid professional development and college tuition programs will keep motivated employees longer than those that don't," he added. "However, if you don't offer these programs, you should speak to your high-performing employees to assess which skills they would like to groom. Find a way for them to do so in your organization or they will seek the opportunity someplace else." 

*Provide opportunities to develop knowledge, skills, tools, resources and abilities to succeed at work.

*Provide on-the-job coaching.

*Provide feedback on goals and performance.

*Set aside opportunities for mentorship within your organization. Junior-level employees can benefit from this kind of relationship and can see it as an additional incentive for working at your organization.

*Conduct "stay" interviews. In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your non-negotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.