What makes your company “sticky”?
Last week, we explored the concept of community “stickiness”—the elements that make people want to settle down and stay in a particular region. Diverse career opportunities and vibrant social and recreational scenes topped the list. But “stickiness” doesn’t stop at the community level—companies can cultivate it too.
In the workplace, stickiness refers to the factors that make employees want to stay and grow within an organization. According to HR consulting firm MSB Resources, seven key characteristics drive corporate stickiness:
Shared values
Clear purpose
Role clarity
Defined career pathways
Support for intrinsic motivation
Trust and autonomy
A sense of community
In short, employees are more likely to remain where the mission is meaningful, expectations are transparent, and career advancement feels achievable. They’re engaged when intrinsically motivated, when leadership is trustworthy, and when they’re empowered to do their work without being micromanaged. Most importantly, they stay where they feel like they belong.
Leadership expert Sean Glaze takes this concept further, outlining five core pillars of a sticky workplace culture: expectations, accountability, appreciation, goals, and relationships. He emphasizes that a strong culture doesn’t happen by chance—it’s built through intentional leadership and thoughtful experiences that foster trust and connection. His “Wheel of Culture” includes 20 essential questions leaders should regularly ask themselves to gauge and strengthen their organization’s culture.
An image showing 20 questions organizations can ask about their culture
Ultimately, creating a sticky workplace means investing in people—building systems, relationships, and values that make employees want to stay, contribute, and thrive. If your company needs help building a sticky culture, NKY Works can help. We can connect you to resources and experts to address a wide range of workforce challenges. Contact us at 859.657.WRKS (9757) or email NKYWorks@NKADD.org to learn more.