Invest in technology: This may sound like a no-brainer, but many organizations are still working on outdated, virus-attracting desktops. Technology has become consumer-driven and that has permeated the workforce. Employers must embrace this movement and supply their workers with up-to-date PCs or laptops, smartphones and tablets. This is especially true for new workers entering the workforce—If they have better technology at home they will feel their company is not investing in them or supplying them with the best tools to do their jobs most efficiently. So upgrade, upgrade, upgrade. This is especially true on the mobile device side—People view their mobile devices as status symbols and, like it or not, what they are using will reflect how you value them.

Invest in training: While there always is a certain amount of training on the job, proper training is essential. You can’t expect an employee to simply know how to do certain things, particularly if it is proprietary and unique to your organization. Training your employees is an investment in their future. It also builds loyalty and future skill sets, and will provide a return on your investment for years to come.

Plot a career path: One major reason good employees leave their jobs, despite good pay and good culture, is the lack of upward mobility. Good employees need to be challenged and provided with a solid growth path that demonstrates they can do bigger and better things in the organization over a period of time. This not only gives them encouragement and drive to work toward a set of meaningful goals, but it also gives them hope of making more money down the line. If an employee feels as though he or she is in a dead-end job, that employee eventually will leave.