When advising my colleague, I would try to instill characteristics such as the balance between pay and job satisfaction, recognizing that both factors significantly impact overall contentment in one's occupation. Leaders need to realize that many people simply work to provide for family and fund other aspects of life $($travel$,$ hobbies, etc$)$ Knowing this, you can start implementing specific ideas for specific employees, making sure they feel valued when they come to work, and making sure they feel valued outside of work as well. Nobody should feel as if work is bringing them down.

Ask questions like:

What responsibilities through your work make you feel fulfilled?

Why do you work?

What do you enjoy about what our company does for others?

Do you feel like you fit in with the team, and make meaningful connections here at work?

Addressing the importance of clear career trajectories, alignment with company values, and fair compensation, I would emphasize the need for employers to prioritize employee well$-$being to have loyalty and retention with their employees!

In my own experience, there needs to be a balance between competitive pay and work$-$life balance to ensure an employer$$s needs are met, thus keeping them around for longer. In doing so$,$ employees will tend to contribute more because of these characteristics!

I would start to implement surveys and individualized quarterly meetings to gauge employee satisfaction and address concerns effectively. These initiatives signal a company's commitment to its workforce's development and can lead to personalized plans that help job fulfillment and keep up loyalty between employees and employers, while also contributing to employees' outputs! do you agree?