Hiring an employee can include recruitment costs, training costs, human resources expenses, and the time it takes a candidate to thoroughly understand the inner workings of a company- which is priceless. There are also the potential fiscal costs of a lawsuit from a disgruntled ex-employee, or the negative effect it may have on your organization's reputation. The Massachusetts Institute of Technology focuses on these costs in a clear context.

High rates of corporate satisfaction typically involve several factors. These include employee recognition, corporate culture, and performance based incentives in addition to the all important salary figure and how that compares with individuals in similar roles for competing companies.

Over the past decade corporate dynamics have changed significantly, causing an uproar from dissatisfied workers. Many of these workers were laid off from companies that perhaps had to lay them off for the very reason they were unhappy in the first place: the company was not thriving due to an ineffective corporate environment. It is common knowledge that happy, productive employees are the foundation of an organization. Unless a company is able to operate itself passively, incentives for an employee to work in a productive manner are necessary.

Keeping an employee satisfied may include, but not be limited to:

• Incentives based on performance, allowing employees to be recognized for their superior efforts as well as encouraging them to thrive continuously.

• Community involvement, which shows employees that the company cares about the community its workers reside in.

• Team oriented activities, which allows an organization's employees to get to know each other outside of their jobs, thus allowing for a thriving corporate environment and mutual understanding amongst co-workers.

• Feed them. Google does it, Apple does it, SAS does it, and your company should, too. At the very least, making food accessible to hard working employees is another incentive for employee retention.

• Competitive Salaries are important, or employees tend to start looking elsewhere.

• Vacation time also makes employees happy- and a well rested employee tends to be a more productive employee.

At Executive Trackers, we prefer to work for organizations with a high employment satisfaction rate. We are willing to re-analyze a position if we do not feel our candidates will be content in that corporate environment, or if the hiring practices are unethical to a point in which it would impose upon a candidate's job satisfaction in a nonproductive way.