Beyond Paycheques: What Truly Keeps Employees Engaged
A candid HR perspective from Kriti Jain on why people stay: recognition, growth, flexibility, culture, and genuine human connection.
When I got into HR a couple of years ago, I honestly thought the equation was straightforward: pay people fairly and they’ll stay. Simple, right? But a few onboarding marathons, interview cycles, chai breaks, and emotional “What’s next for me?” conversations later, I realised something important: people don’t stay for money. They stay for meaning.
One of my favourite quotes from Work Rules! shaped my entire perspective:
“People tend to quit bosses, not companies. And they stay when they feel trusted, valued, and seen.”
Once I understood that, everything I noticed at work began to shift. Slowly, patterns appeared. And here’s what they taught me.
1. Recognition over random perks
The quickest way to lift someone’s spirit is not a trophy or a stage moment. It’s a genuine, quiet acknowledgment: “You did great today.” That one sentence can change how someone feels about their work.
It surprised me how often people remembered these small moments more than any award function. Recognition softened conversations, dissolved tension, and reshaped the energy in rooms. The office stopped feeling mechanical. It became human again.
2. Growth isn’t a perk, it’s fuel
There was one exit interview I’ll never forget. The employee said, “I didn’t see where I could go next.” That hit differently because it was painfully honest.
We had opportunities, but we weren’t showing them. The moment we made growth visible through mentorship circles, learning paths, and accessible resources people’s attitudes changed. The workload didn’t shrink, but the feeling of being stuck disappeared.
Growth isn’t an extra. It’s oxygen. And without it, even talented people eventually suffocate.
3. Flexibility equals respect
If you’d asked me two years ago, I would’ve defended the 9-to-5 structure with full confidence. Today? Not at all.
Once we offered flexibility, something unexpected happened. Productivity didn’t drop. It improved. People stopped performing “activity” and started producing results. Trust created space for better work and better humans.
Trust always outperforms time-tracking. Every. Single. Time.
4. Well-being isn’t fluff, it’s survival
Burnout rarely announces itself. It shows up quietly through delayed replies, tired eyes, or a camera that stays off. Watching someone slowly fade out isn’t dramatic. It’s heartbreaking. And preventable.
We introduced simple practices: casual check-ins, easy support channels, short wellness breaks, and even the occasional no-meeting day. None of these were big moves, but together they made work feel breathable again.
You can’t pour from an empty cup. And HR shouldn’t wait for someone to shatter before offering help.
5. Culture is the glue people don’t talk about
Culture isn’t built through policy documents. It’s built in moments.
The surprise cupcake on a desk.
The unexpected shout-out.
The inside joke from last year’s team outing that refuses to die.
These tiny exchanges hold teams together far more than coffee machines or game rooms ever will. What truly matters is the energy people walk in with, the energy they take home, and the energy that makes them decide, “Yes, I’ll come back tomorrow.”
The real HR tea
Paychecks may attract talent, but they don’t make people stay. What truly anchors them is:
Belonging. Growth. Trust. Culture. Well-being. Purpose.
HR isn’t just about onboarding, hiring, or policies. It’s about understanding people their fears, hopes, dreams, and motivations.
Two years in, here’s the truth I’ve learned and lived: retention isn’t built on salaries. It’s built on heart, honesty, and human connection.