New Delhi, Oct 20, 2026 12:39 IST
For employees deciding whether to stay in a job or look for a new opportunity, salary is often an important consideration. But pay is not the only factor that shapes how people feel about their workplace. Opportunities for career growth, supportive managers, the freedom to share ideas, and a sense of trust can also influence whether employees see a future with their organisation.
According to The Great Place To Work Effect Report, 92 per cent of employees who reported a positive workplace experience intended to stay, compared with just 12 per cent of those who reported a negative experience. The 80-percentage-point gap highlights the strong association between workplace experience and employees’ willingness to remain with an organisation.
The report examines how high-trust workplace cultures are associated with employee outcomes, including retention, productivity, and innovation. It also found that employees at Best Workplaces have a 22-percentage-point advantage in their willingness to put in extra effort. While intent to stay does not guarantee actual retention, the findings suggest that everyday workplace experiences can influence workforce stability.
The report found that 89 per cent of employees at Best Workplaces said they had opportunities to innovate, compared with 67 per cent at typical workplaces. It also found that employees who feel trusted are four times more likely to demonstrate agility. These findings highlight the importance of workplaces where employees can share ideas, develop skills, and adapt to change. However, they do not establish that workplace culture matters more than salary or career progression for every employee.
Competitive compensation remains essential, particularly when employees feel underpaid or receive better external offers. However, salary alone may not address concerns about limited promotions, poor management, excessive workloads, or a lack of recognition. Similarly, a positive workplace culture cannot indefinitely compensate for uncompetitive pay or limited career opportunities. Employers need to consider compensation alongside professional development, leadership, and working conditions.
For jobseekers, evaluating a role means looking beyond the salary package to consider learning opportunities, promotion prospects, management quality, and the overall work environment. Salary, career growth, and workplace culture are interconnected factors in employee retention. Competitive pay attracts talent, career opportunities offer a reason to stay, and a supportive workplace shapes employees’ everyday experiences.
The report’s findings highlight the association between positive workplace experiences and intent to stay, but do not prove that culture outweighs compensation for everyone. For employers, the takeaway is to build retention strategies that address pay, progression, trust, and leadership together. For employees deciding whether to stay or switch jobs, the question is not just whether another company offers a higher salary, but whether it provides the right conditions for a sustainable career.