Contributed by Dr. David A. Weiman, VP of Consulting Services, MSB Workplace Solutions, with additional insights from special guests and attendees of MSB Resources’ #OpenToWork Elevator Spotlight Calls video series.
In today’s competitive job market, retaining top talent is as crucial as attracting it. What makes some organizations more “sticky” than others – more capable of maintaining strong employee engagement and loyalty? Through extensive research and consultation with organizations across industries, we’ve identified seven key characteristics that create this lasting organizational attachment.
1. Shared Values
The organization’s values aren’t just words on a wall – they’re living principles that guide decisions at every level. The alignment between individual and organizational values makes this characteristic particularly powerful. The best time to assess this alignment is during the hiring process, ensuring that a candidate’s values connect well with your organization’s values. This initial alignment creates a strong foundation for long-term engagement.
Pro Tip: During team meetings, take 2 minutes to recognize a team member who recently demonstrated a company value in their work. This simple acknowledgment reinforces values while celebrating real contributions.
2. Clear Purpose
Sticky organizations give their team members more than just a job – they provide a clear sense of direction. Leaders communicate often about long-term plans, reducing uncertainty about the future. When employees understand how their work contributes to these goals, they develop a stronger connection with the organization’s growth and success.
3. Role Clarity
Clear roles and responsibilities are essential for reducing confusion and conflict. In sticky organizations, everyone knows how they fit into the organization and its processes. Moreover, team members understand how various roles in the company interrelate – they can explain how different functions work together, creating a comprehensive understanding of the organizational ecosystem.
Pro Tip: Include a “Dependencies” section in project briefs that briefly lists which teams or roles need to be involved and at what stage. This simple addition helps everyone understand their part in the workflow without requiring extra meetings.
4. Career Pathways
Employees feel more secure when they see opportunities for development and advancement within the company. Sticky organizations actively connect individual growth with the company’s future, fostering long-term commitment. This gives employees a clear sense of “place” in the organization and helps them envision their future.
5. Support for Intrinsic Motivators
Intrinsic motivators are activities people pursue because they provide internal satisfaction. Daniel Pink’s book “Drive” identifies three key intrinsic drivers: purpose, mastery, and autonomy. When these elements are embedded in daily work, people feel fulfilled much deeper than external motivators alone (like pay, benefits, and bonuses) can provide. The key is asking people what they might want to do that they’re not already doing.
Pro Tip: When assigning new projects, give team members the chance to volunteer for tasks that interest them rather than always delegating based on role. This small choice increases engagement without disrupting workflow.
What makes an organization truly “sticky” in practice? MSB Resources’ #OpenToWork video series, hosted by Tara Samuels, SVP of Strategic Partnerships, captured valuable insights from job seekers and industry leaders on two additional critical characteristics:
6. Trust and Autonomy
Organizations that trust their employees to manage their work without excessive oversight create stronger bonds of loyalty. Amanda Kopko (50:58-51:53) reinforces this principle through her insights on mutual respect: “Give people the same respect that they give you… that in turn helps you feel valued and that makes you feel part of the organization.” This trust needs to be demonstrated through consistent actions and kept commitments.
7. Inclusive Community Building
Building a truly sticky organization requires creating an environment where everyone feels they belong. Debbie Rae Peters (50:30-52:24) demonstrates this through DEI initiatives and employee resource groups: “We’ve created and fostered a culture of inclusivity that has created that stickiness where people are like ‘yes, I’m coming to that next event.'” These programs help employees connect meaningfully while supporting both personal and professional growth.
BONUS: Job Seeker Perspectives
Through MSB Resources’ #OpenToWork series, job seekers shared candid insights about what makes them want to stay with an organization. Their feedback highlighted practical actions organizations can take: stop micromanaging and focus on what truly matters, maintain integrity between stated values and actual decisions, and create environments where employees feel genuinely valued and heard.
Final Thoughts: Building Your Sticky Organization
Creating a sticky organization requires thoughtful implementation of all seven characteristics. When done effectively, these elements work together to create an environment where employees choose to stay and grow with your organization. The result is a more resilient, engaged, and successful workplace.
Ready to enhance your organization’s “stickiness”? Contact MSB Resources to learn how we can help you implement these key characteristics effectively.