Money may attract people to the front door, but something else keeps them from going out the back. Although many people claim they are quitting for a better paying job elsewhere, Smith (2005) in his article titled “People need to feel appreciated” concurred that lack of appreciation and recognition is a primary reason why people quit their jobs. Many managers are uncomfortable complimenting others and making employees feel appreciated. In situations like these, a nudge from the top can be very effective.

Setting up a program to make people feel appreciated is not difficult. A well-administered program builds camaraderie, values, and makes people feel good about themselves and their jobs. But the biggest reason for the success of these programs is simple--they allow people to celebrate success and feel good about who they are and whom they work for.

Smith (2005) in his another article titled “The Pride System Building a Productive Workforce” also confirmed that creating a working environment that motivates employees toward exceptional performance is a key factor of employee retention. Dr. Edwards Deming said, "The aim of leadership should be to improve the performance of man and machine, to improve quality, to increase output, and simultaneously to bring pride of workmanship to people." A motivating environment is one that gives workers a sense of pride in what they do. A five-step process called the PRIDE system that improves motivation within the organization is as follows:

a. Provide a positive working environment
b. Recognize everyone's efforts
c. Involve everyone
d. Develop skills and potential
e. Evaluate and measure continuously

In summary, the most important thing to do by an organization is to "get to know" its own employees and finds out what will motivate them to stay with the organization and go the extra mile in making both them and the business a success.