When an organization offers competitive wages, pensions, health plans, tuition reimbursements, bonus programs, and paid time off, it sends a message to employees about their importance to the organization. Rewards given to employees must be significant to impact their perception of the organization and therefore have a marked influence on its retention efforts. Second, to retain an employee, there must be a presence of empowerment felt by the employee. Empowerment in the workforce sense means getting employees to do what needs to be done rather than being told what to do. When an employee feels a sense of ownership in their job, they will engage in their responsibilities. Responsible employees will take on leadership roles in the organization and transfer energy to colleagues to take care of their daily tasks. Additionally, when an employee feels empowered, they feel part of decision-making processes and their voices are heard and listened to. This will lead to the onset of employee satisfaction in their role, which leads to an improvement in the image of the organization. Forbes.com states: “…we still need to give employees the ability to make their own decisions and be accountable for their outcomes. Surveys show that employees who are able to have control over their daily environment have a higher level of job satisfaction and stay longer (“Motivating and Retaining the Best Employees,” 2011).” Another factor in employee retention is the development of career advancement opportunities. When an organization shows support for an employee in furthering their education and developing career plans, an employee receives a sense of commitment and loyalty from the organization. Developing an employee's career plan will help the employee develop their long-term goals. Career development plans are agreements between