You now know what works for your employees and where your levers for employee retention, employer attractiveness and performance satisfaction are? Here you will find explanations and further information on the PERSENTIS factors: carefully researched facts, considerations and implementation examples from practice.

01 I Emotional factors

The personal level must be right, because you want to do your job with pleasure and with all your heart. Positive relationships within the team, with superiors and customers, fair and open dealings, a consonance of basic values ... that's what matters, and that's how an inner bond can develop and grow. Emotionally oriented employees are the most loyal and walk through fire with their employers and colleagues.

02 I Calculative factors

Performance and consideration are carefully weighed up, because measurable advantages are in the foreground here. Calculative factors such as location, economic security, suitable working hours, ... usually play a significant role in a phase of life in which one has to provide for a family. Even for people with time-intensive hobbies or other commitments, factual advantages in the job outweigh personal fulfillment. Calculation-oriented employees are the least "care-intensive." If the framework conditions are right, they are happy to give their all.

03 I Growth-oriented factors

Professional and personal development are the focus here, because you don't want to be a cog in the system, but rather make the best of yourself and your life. Top motivation arises when there are high goals to achieve and a vision to realize. Open and transparent communication, tasks that you can grow with and a common goal are therefore basic requirements. Growth-oriented employees never shy away from challenges; they bring a breath of fresh air and innovation to the company.