Correlation between Engagement & Retention
I started my research to see if Engagement and retention are correlated in Indian IT/ITES context and with a hypothesis that there is no correlation between them.

In this regard, I have had the previlege of studying multiple engagement survey reports across various organizations. I have lured people with different commitment levels to the organization by showing career growth, onsite opportunities, recommending coveted organizational awards, changing some of them to highly challenging work areas, some of them to work with Managers who are considered good across the organization and good compensation in the annual compensation review. It is remarkable to notice that people who have the high potential and are in the challenging assignments only did stay back and when enquired about the reasons they all have univocally said that the work they are doing is highly enriching and satisfying. One thing which is pertinent across these organizations is the drive towards immense internally motivating factors had always played vital role in retaining and engaging the staff.

Kenneth W. Thomas in his work "INTRINSIC MOTIVATION AT WORK, What Really Drives Employee Engagement" also advocates that engagement is driven by

1. A sense of meaningfulness: revolves around the energy attached to a purpose; it is the passion a worker has for her purpose.

2. A sense of choice: hinges on a worker’s autonomy to make informed decisions in order to accomplish a purpose as efficiently as possible.

3. A sense of competence: stems from performing an activity with mastery and artistry; it is the pleasurable feeling of doing things well.

4. A sense of progress: the feeling of engagement and energy workers experience when they achieve milestones toward a purpose.

I have noticed people getting confused with R&R and Career Opportunities. While these extend the longevity of an employees tenure for a reasonable time, doesn't guarantee engagement. It is certain that people give more weightage to factors which are internally motivating than to factors that are externally motivating. Intrinsic motivation can only drive engagement and retention.