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Most people aren’t naturally inclined to enjoy crushing their employees’ hopes and dreams, so when you have an employee not ready for a promotion, communicating that to them is typically not a shining moment for anyone. However, these conversations can be turned into opportunities if you know how to approach them.

If you were mentored before, consider what you liked about the relationship. What worked? What didn’t? What would you like to have changed about your mentorship?

Inspiring motivation and commitment often go hand in hand, but the strategies that foster loyalty run deeper than getting someone psyched up for the moment. An employee’s commitment to their work requires constant communication from leadership about the organization’s direction and purpose.

Delight the customer, astound the customer, serve the customer, the customer comes first — we’ve all heard it. We’ve probably even said it, after receiving poor customer service. Chances are, we’ve also probably been on the other end, the one serving a customer that is just impossible to please, and wished for a second (okay, longer than a second) that we could remind them that we’re a person, too.

Employee engagement can be difficult to quantify. How do you measure someone’s feelings about what it’s like working for your organization?

It isn’t difficult to identify the employees who hate their jobs. In fact, you may already have someone in mind some whose unhappiness is palpable, and maybe even disruptive to your organization. Failing to identify these team members and re-engage them can not only hurt your team, but your bottom line.

In order to change your culture, it is essential to identify all the behaviors that bolster the cultural status-quo. Focus then on the culture you want to create and build a list of behaviors you can easily modify through consistent and positive reinforcement.

Organizations who have refocused themselves on employee engagement have refocused themselves on meeting their employees where they are, as individuals with different and unique needs.

There is one consistent relationship trend among employee retention initiatives and success, and that is the effort that companies put into meeting their employees as individuals with discrete and unique needs and motivations.

Using knowledge about each and all of your employees to inform your engagement program will guarantee that your initiatives are successful, and accomplish what matters: expressing the value of your relationship with your employees, and vice versa.