Employee stays with a company for many different reasons, e.g. job security, sense of belonging, or a work culture that recognizes the importance of work-life balance. It is not surprising that there are more other motivations for staying, for instance, a good employee-supervisor relationship. People are more likely to stay if they have a supervisor whom they respect and who is supportive of them. Moreover, if people are offered a fair compensation, which includes not only competitive wages and benefits but also intangible compensation in the form of opportunities to learn, grow, and achieve. In addition, the chance to work with respected and compatible colleagues is another element that many people consider essential.

Employee often quits a job when he finds no satisfaction or prospect in his job. Job sculpting is regarded as an effective way in retaining talents. Why say so? Job sculpting begins with identifying the employee’s deeply embedded life interest, then the manager and the employee will have a deep discussion about the employee’s job responsibilities and they work together to customize the employee’s future work assignments. Finding out the deeply embedded life interest is important as it is the factor which drives the kind of activities to make them happy and in turn translates this happiness in workplace to commitment. It retains talents in the way of matching people to the jobs that allow their deeply embedded life interest to be expressed and customizing the career path for the employee.

In the knowledge economy, energy and loyalty of people are the most important asset of a company, to keep this valuable intellectual property, it is worth sculpting careers which bring joy to both the companies and their employees.