Through various incentives and strategies, employers are doing their best to ensure employees are happy and engaged. Much of this is being driven by the need to attract and retain employees in the executive, managerial and professional labor market, which is largely candidate-driven across many industries. In this environment, job openings outnumber skilled professional, putting applicants like you at a distinct advantage.

Since successful business operations hinge on performance, employers are placing more focus on performance reviews. But as a recent study from MRINetwork found, many workers aren't finding these reviews especially useful.

The 2018 MRINetwork Performance Management Study found the majority (54 percent) of employers are putting more of an emphasis on performance reviews with their staff, but interestingly, most employees don't feel the same. When respondents were asked whether they see their employers placing more focus on performance reviews, only 13 percent said the importance of reviews is increasing, compared to 65 percent who indicated the emphasis on performance evaluations has remained the same.

Employers are aware their staff may feel this way. In fact, their workers' dissatisfaction is part of the reason why they've sought to change their processes. Try as they might, these attempts have occasionally come up short due to other tasks and responsibilities taking precedence. In other instances, improved processes may be in place, but lack follow-through or adequate resources.

"My current company has only given me one review after three months of being on the job," said a candidate who participated in the MRINetwork study. "I'm now at over 18 months, and have not had another one since."

Here are a few things you can do as an employee, to maximize your growth potential and get the most out of performance reviews, so everyone - your employer, your co-workers and you - stand to benefit:

Seek out a mentor

Depending on how long you've been with your employer, you probably know a co-worker you can turn to, such as when you have a question about a task or need guidance. Consider this person your mentor. He or she has likely been with the company for a while and clearly has established a mindset and method of operation that's allowed him or her to succeed. Talk to them about what they do to improve themselves so that they're always improving in a way that is noticeable to your company.

Make a list

Performance reviews are often one-sided, but should be more of a conversation, where you and your boss discuss your overall performance throughout the year, outline areas that can be improved and set new goals for the coming year. This is the ideal time to let your manager know about what's been on your mind. Before your review, make a list of the things you'd like to discuss - in order of priority - and go from there. Just make sure that the items you mention concern things that can help you perform more effectively or would be an asset to your team. For example, if there is a work process or protocol in place that you feel is unnecessary, explain why that's the case and what might be done as an alternative. Additionally, if you would like to learn a new skill, that would not only benefit you, but also expand your team's capabilities, discussing it during your review shows that you're serious about wanting to improve and are actively engaged.

Seek out new projects and partnership opportunities

One way to demonstrate your growth potential and ability to collaborate is to take on new projects, especially those that provide the opportunity to partner with team members or other departments. Whether it's a major initiative or just providing some assistance based on your skillset, make note of when you've offered a helping hand, so you can point back to these instances in your performance review. Working with other people can also help you identify areas where you might be able to improve, such as patience, trust or a willingness to learn. This serves as a vehicle for ongoing feedback that can help you self-reflect.

Whether more regular performance reviews are already in place or not, the above tips can help you get more out of these discussions, by taking proactive measures to improve your work outcomes and ultimately your career advancement.

You've just accepted a great new job offer. The only problem is now your current employer is offering an enticing counteroffer to make you stay. As many industries struggle to find the qualified candidates they seek, businesses are increasingly fighting to retain key staff members by making counteroffers. However, just because they're willing to do so doesn't mean it's in your best interest, a truth that employees should consider if faced with this situation.

Approximately 4 in 5 employers say they're likely to make counteroffers to valuable employees in an effort to encourage them to stay put, according to findings from the MRINetwork 2018 Performance Management Study. However, close to 30 percent of employers in the MRINetwork poll said there's a stigma placed on people who stay as a result of a counteroffer.

Candidates, it seems, largely expect their current employers to make these retention attempts, with nearly two-thirds considering it more probable than not, the study found.

Employers who make these offers often do so begrudgingly. What's more, in instances where workers decide to accept these counteroffers, they rarely solve the issue that led to their wanting to go elsewhere.

Here are a few reasons why counteroffers do more harm than good:

Employers' hands may be tied

There's no denying that it feels really good to be wanted, particularly in business settings. Counteroffers show, at least on the surface, that your current employer doesn't want you to go. While this may be true, it's important to keep in mind that there may be more to these offers than meets the eye. For example, hiring new workers drains company resources. According to a recent CareerBuilder poll, the loss of a good hire averages $30,000 per worker. In short, dollars and cents makes retaining current employees - even average ones - a safer bet than going with an unknown quantity.

Bridges may be burned

Counteroffers are a clear indication that current staff members aren't happy in their current roles. As a result, business owners may feel they can't trust that person quite like they used to, so whatever reasons he or she had for seeking alternative work arrangements may never be addressed due to resentment.

Counteroffers are temporary solutions

Much like a Band-Aid on a severe cut that requires stitches, counteroffers mask the underlying reasons that workers want to leave in the first place. As noted by Society for Human Resource Management CEO Johnny Taylor, there are usually many reasons for why people want to seek what they perceive as greener pastures, and rarely are they resolved by higher pay alone.

"While your company may decide to counteroffer because it wants to keep you, your employer likely will label you as someone who is ready to jump ship," Taylor explained, writing for USA Today. "Having that reputation won't bode well for you and your future at the company."

Ultimately there's nothing wrong with wanting to pursue other opportunities. Should your current employer make a counteroffer to get you to stay, it's important to evaluate them with your eyes wide open, recognizing their attempts may be long on promises but short on substance.

Top workforce challenges that employers will be prioritizing in 2019 include attracting and retaining top talent, training and employee engagement, according to the 2018 MRINetwork Performance Management Study. With increased focus on these areas, the MRINetwork poll revealed that many of the best programs employers have to offer are the same ones that workers desire. The issue is that candidates are not always sure how to access company incentives that have the ability to engage and retain them, or how to approach management or human resources about these motivators.

When employer respondents were asked about the best incentives they were likely to offer to retain talent, 48 percent stated performance-based bonuses most often, the poll found. Ongoing training, non-performance related bonuses, career pathing and merit increases rounded out the top five.

Interestingly, when candidates were posed a similar question - what incentives would be the most likely to make them stay with their company - they cited virtually all of the ones employers referenced, with 51 percent pointing to merit increases, 49 percent referencing non-performance related bonuses and career pathing, and 45 percent most valuing performance-based bonuses.

So how can you as an employee take advantage of the best incentives your company has to offer? Here are a few recommendations:

1. Know what's available

It would be one thing if your wish was your company's command. That's rarely the case. So it behooves you to find out what offerings are on the table and go from there. Talk to current or former employees about what's available, or speak with your manager or human resources department.

2. Establish a plan

Whether it's a bonus, ongoing training or a merit increase, you need to present an informed plan to access your desired incentive(s). Do some research to determine key selling points that can move your discussion forward. You may even have colleagues or friends who've been in a similar situation. Listen to what tactics or arguments they've used to gain approval from their manager. Taking their feedback into consideration, your plan of action should reflect your personality, needs and capabilities.

Keep the momentum going

Assuming you're able to access the incentive(s) you seek, it's important not to rest on your laurels. Some self-reflection is necessary to determine what will keep you motivated. Be honest in assessing your weaknesses. In what areas can you improve that are measurable? Get some feedback from your manager about the areas in which you can improve. This will show him or her that you're engaged and earnestly interested in becoming better in your role, which will likely make it easier to access future incentives.

The worker-to-employer relationship is one of give and take. By understanding this and going above and beyond toward the fulfillment of your responsibilities, your employer is that much more likely to do whatever it takes to make you stay.

Everyone is born with certain innate talents, capabilities and strengths that make them who they are, many of which are characteristic of leadership. Be it attention to detail, critical thinking, attentiveness, or clearly explaining complicated concepts, there's no one else quite like you, to paraphrase Fred Rogers. Leveraging your personal strengths at work often translates into higher engagement and productivity which can increase your leadership potential within the organization. In fact, according to research conducted by Gallup, employees who use their strengths at work on a daily basis are 8 percent more productive than those who don't and 15 percent less likely to quit.

So how do you transfer your natural abilities that are often manifested in your personal life to the workplace, thereby maximizing your leadership potential? Here are a few suggestions:

Obtain feedback from current or former colleagues

No one knows you better than yourself, so you're probably already well aware of the strengths you possess. However, the people you've worked with in the past, or those you work with presently may notice aspects about you that you may not recognize, said Anthony Stephan, a principal at Deloitte Consulting.

"One of the best steps I took when identifying my strengths was to actually sit with the people I worked with the most closely," Stephan told Fast Company. "Seeking out honest feedback from people you trust is always a good idea." Candid conversations with coworkers and former colleagues can help you identify characteristics that you can hone and strengthen to benefit yourself and your employer.

Diagnose your strength type

Strengths come in many forms, particularly those that apply in the workspace. Jack Bergstrand, chief executive for a consulting firm based in Atlanta, told Forbes there are four types of strengths applicable to employment productivity: envision strengths, design strengths, build strengths and operate strengths.

Envision strengths, for example, are typically found in people who thrive at problem solving, common among CEOs, strategists and marketing professionals.

Design strengths are found in people who are fact based, or those who strive to answer "What do we need to do and when?" Planners tend to be particularly adept in design, making them ideal chief financial officers and analysts.

People who fall in the "build" category are more process-oriented, involved with how things are accomplished. People in information technology and logistics tend to be builders, thriving with routine-centric processes.

Finally, operate-oriented individuals make things happen by focusing on the "who," both in terms of the end user and the people that create what's produced. Sales professionals personify the operate strength characteristic.

Bergstrand added that understanding these strengths, and how they apply to you, can lead to more enjoyable work experiences complemented with greater productivity and results.

Reflect on your successes

Since you've been in the workforce for awhile, you've no doubt experienced some accomplishments as they pertain to what you do for a living. These wins may not necessarily be those that come with pomp and circumstance, but may have been achieved behind the scenes, such as mentorship or providing feedback that led to action. Whatever you did then, apply them to now, advised Jeff Haden, contributing editor for Inc.

"Ask yourself what exactly were you doing at the time, and which soft skills you employed to help you achieve your end result," Haden said.

The hiring market is ultra competitive. Even if you already have a job that you love, employers expect you to stay on top of industry trends, and seek ongoing training to ensure you are leveraging the latest techniques to helping the company remain relevant and cutting edge. Leveraging your personal strengths in the professional arena can help you become extraordinary in your line of work, with leadership capabilities your bosses will be hard-pressed to replace.

Workers enthused about what they do for a living tend to be happier and perform their best work. Yet as several polls suggest, many Americans can't help but feel disconnected in their occupations - a problem exacerbated by overbearing bosses, or poor leadership from the president or CEO.

An estimated 85 percent of employees consider themselves "not engaged" or "actively disengaged" at work, according to a 2017 State of the Workplace analysis conducted by Gallup. Many factors contribute to workplace engagement - or the lack thereof - including advancement opportunities, positive work-life balance, sense of purpose and belonging.

A chief contributor to employees' detachment from their duties is their supervisor. Indeed, a separate study from Gallup found that just 30 percent of employees received recognition from their bosses within the past week for a job well done on a particular task, and only 20 percent agreed with the statement that their supervisors managed in a way that inspired them to work to their best ability.

Like anyone else, bosses can have their bad days now and then. However, when they regularly fail to lead, set unrealistic expectations or contribute to a toxic work environment through their mannerisms and interactions the effects can be devastating on company morale, and more specifically, your desire to magnify your role. Your boss' bad temper may originate from senior leadership, i.e. the CEO or president, which is proof of the cascading effect that poor leadership can have on morale.

Although it may be more challenging, the enthusiasm you have for your work doesn't necessarily depend on your boss' or the CEO's inability to lead. Here are a few ways you can remain positive and not be adversely affected by managerial incompetence:

1. Seek meaning

Few payoffs are more rewarding than a highly satisfied customer. No matter what you do for a living, chances are that it somehow makes a difference in the lives of other people. Meaning inspires engagement. Reflect on any praise you've received from clients or customers. Try to replicate the same work you did for them so you can make life a little bit easier or more enjoyable for future clientele.

2. Diagnose your lack of engagement

Unengaged or being actively disengaged may not be attributable to your boss. It could be that you feel like you're spinning your wheels in your current position or in one that's not putting your best skills to use. Or maybe it's because you're being asked to do something different. Whatever it is, get to the bottom of why you feel unengaged and determine if it's possible to overcome your discomfort. If so, create an action plan to address these issues.

3. Take a break

We all need to get away from the daily grind now and then, even though many Americans seem to be burning the candle at both ends. According to data from the U.S. Travel Association, a majority of Americans - 52 percent - ended 2017 with unused vacation hours. Utilizing personal time off allows you to refresh and re-evaluate your work situation. It may be just the thing you need to rediscover what motivated you to work hard when you first signed on with the company, or might find an alternative source of inspiration. It can also help you map out a long-term strategy, whether it's with the company or not.

4. Make it fun

Your attitude can be a powerful source of inspiration. A great way to induce engagement derives from finding fun in the work you do. Whether it's making use of your problem-solving talents or interacting with co-workers in a team environment, seek out enjoyment to turn a negative situation into a positive.

5. Talk to a mentor or parent

Disengagement isn't a battle you need to wage alone. Odds are a mentor, close friend or parent has experienced what you're feeling. Talk to someone you feel close with to gain a third-party perspective. People whose opinions you value may be able to offer suggestions on how to become more engaged, or offer insight on what they've done to counter the side effects of poor leadership.

By undergoing some self-reflection and tapping into your available resources, you can re-ignite your occupational ambitions, and potentially avoid leaving your role, solely because of poor leadership.

More than a quarter of the way through 2018, well over 750,000 jobs have been added to the nation's payrolls, according to the Labor Department, providing both those out of work and individuals looking for a fresh start with plenty of employment opportunities. Add to that an unemployment rate of 2 percent among managerial-level professionals. Many candidates have taken advantage, and according to data compiled by the ADP Research Institute, between 60 and 70 percent of employee turnover is voluntary.

While job postings provide job seekers with a sneak peek into what a potential employer is all about, it really isn't until the interview that they get a better view. This sentiment was captured in the 2018 MRINetwork's Reputation Management Study, where 64 percent of job candidates said the interview process revealed a fair amount to a lot about the company's culture. Employers subscribe to this belief as well - to a more significant extent - with 3 in 4 saying the interview helped to demonstrate the company's brand.

Yet, just because interviews are a traditional part of the hiring process doesn't mean that they will automatically help you learn more about your potential employer's culture. There are strategies you can use to better tap into its brand so you can determine if it's a good fit. Here are a few suggestions:

1. Know what you want

Before the interview begins, take a moment and consider the type of workplace culture you'd like to be a part of. For instance, while teamwork is a key component to camaraderie and success, there's something to be said for independence, where workers are empowered to rely on what they've learned and the experience they've collected. In short, whatever culture you hope to discover in your job search, determine the ideal before the question-and-answer session ensues.

2. Ask plenty of questions

The interview is primarily thought of as a way the employer learns more about the candidate, but in reality, it's a two-way street, especially in the candidate-driven labor market that exists in many industries. As such, you should feel free to ask the hiring manager questions that will help give you insight into what the company's culture is all about. Employers like it when candidates come to the interview with well-thought-out questions, because it demonstrates initiative, engagement and a love of learning.

3. Pay attention to body language

Nonverbal communication is universal, as we all demonstrate various mannerisms and sentiments based on body language. According to a survey conducted by Harris Poll, nearly 70 percent of hiring managers and human resources professionals said failure to make eye contact was one of their biggest body language pet peeves, more so than not smiling (38 percent), or an inability to keep their hands still (36 percent). If an interviewer's body language suggests they're uninterested or impersonal, it may be symptomatic of the workplace culture.

4. Look for clues of inclusion

A diverse and inclusive workplace is important to many of today's workers, Millennials in particular. According to a poll conducted by global communications firm Weber Shandwick, roughly half - 47 percent - of Millennials pointed to diversity and inclusiveness as key characteristics they wanted in a potential employer. This compared to 33 percent of Generation X and 37 percent of Baby Boomers who felt similarly.

5. Ask to meet potential co-workers

Employees serve as the face of a workplace and learning more about them and their personalities can be both revealing and illuminating, personally as well as professionally. Speaking to Fortune, human resources expert Jason Hanold says this somewhat unorthodox question is usually welcomed.

"It shows that you're doing due diligence, and you're being selective about your next job," Hanold explained. "Never forget, you're interviewing the company every bit as much as they are interviewing you."

The interview is all about give and take, a delicate dance that fosters discovery and disclosure. Implementing these strategies can help you make the most of question-and-answer sessions so your potential new employer’s brand rings loud and clear.

Whether you're just starting out with a new company or you're a seasoned veteran looking to demonstrate your value, few qualities have the same impact as strong leadership.

Leadership qualities--such as introducing new strategies or energizing staff to feel more connected with their work--lead to positive results that can be evidenced in a variety of ways, such as increased productivity or improved work satisfaction. While roughly a third of Americans don't aim for leadership positions, according to a CareerBuilder survey, it's safe to say that most aim to possess the leadership qualities that affect change and make a difference in the lives of the people with whom they work.

Here are a few ways you can demonstrate leadership and drive influence in a non-management role.

1. Learn what motivates your fellow workers

Great leaders know how to create buy-in with team members, which makes those individuals more willing to contribute. The best way to determine what inspires people to perform at their peak is by making a conscious effort to interact with them on a daily basis. You can do this by taking advantage of brainstorming sessions and analyzing themes from their responses. You may also want to connect with them through other communication channels to determine what makes them tick.

2. Actively seek out opportunities to lead

Workers who seek an upper management position don't always have to wait until something opens for them to apply. Demonstrating initiative and offering solutions to problems can drive leadership opportunities. Oftentimes, new roles or positions formulate when individuals exemplify leadership.

Sangeeta Bharadwaj Badal, principal scientist of entrepreneurship at Gallup, said one way of seeking out leadership opportunities comes from knowing what you do well.

"Pay attention to what you like to do because you'll be most successful when you're working within your talent set - your natural patterns of thoughts, feelings and behavior," Badal recommended. "Talent accelerates your engagement with a task or an activity." Signs that you're using your talents can include a greater sense of alertness, ease of performance or genuinely enjoying a task you're engaged in, Badal added.

3. Communicate yourself clearly

Leaders - and, by extension, workplaces - thrive when workers know exactly what's expected of them. People who can communicate a clear message make for ideal leaders, but it's an invaluable trait in non-management roles as well. "Many substitute communication for clarity, but communication is dependent on clarity," wrote Mike Henry of business advisory firm Lead Change. "Unclear communication confuses, frustrates, and demoralizes...Clarity simplifies communication over time and helps everyone work together."

Mahaffey in Forbes touched upon the importance of ensuring your message is understood by encouraging questions, such as in a group or team situation when offering instructions or presenting a particular point of view.

4. Adopt a leadership mentality

If you want to demonstrate leadership capabilities, you have to think like a leader. For example, if problems develop that require brainstorming sessions, initiating a conversation about how to come up with a solution helps gets the ball rolling.

True leadership requires more than donning your thinking cap or encouraging others to do the same. Encourage feedback by asking others to express their opinions about a proposed strategy, and come to a mutually agreed upon determination of how to proceed with a project or initiative. Then, map it all out in a project plan or PowerPoint deck, demonstrating your plan of attack.

Leadership comes in all shapes and sizes. By adopting some of these behaviors, you can prove to your bosses that you're not someone they can afford to lose and willing to do whatever it takes to succeed.

Introduction | The possibility of a salary increases should not always determine your motivation at work.  Instead finding incentive in perks such as tuition reimbursement and wellness programs not only helps you, but also provides a sense of pride and ownership over your career.  Here's some food for thought from Glassdoor survey - let's dig in!

Not every single day on the job is going to be life changing and as such, it's easy to fall into a lackluster routine in your career. However, motivated and happy employees are often found to be the most successful. Even if a promotion or raise is not in your immediate future, remaining engaged at work can help position you for upward mobility and career advancement down the road.

Consider the following ways to stay motivated:

1. Find a mentor

According to General Motors CEO Mary Barra, the key to a successful career is a network of mentors, Entrepreneur contributor Lauren Entis explained. As a mentee, Barra was able to recognize talents and attributes that would have otherwise gone unnoticed. Some mentors encouraged her to take on challenges, while others led by example when it came to reminders for the professional world. As a whole, these mentors helped motivate and shape the leader Barra would become.

In fact, the American Society for Training & Development found that within Fortune 500 companies, 71 percent utilize mentor programs for top performers within the workplace. These industry gurus and trusted advisors serve as catalysts for helping these high-performing employees to reach their full potential. Companies that foster these internal relationships demonstrate that they are invested in each employee. Likewise, positioning yourself to learn from a seasoned individual in your office is a great way to stay motivated.

2. Set timely goals

Do you aspire to be CEO of the newest technology company one day or lead a research team in the latest healthcare investigation? Career aspirations start with small milestones and goal setting is an effective way to stay actively engaged in your day-to-day affairs and projects.

Consider setting yearly, quarterly and even monthly goals for yourself. Collaborating with your manager can be a beneficial way to set timely, attainable goals that will help further your career. Findings from a Gallup research paper confirmed that those who feel that setting goals is a team effort between themselves and their manager are 3.6 times more likely to be engaged than other coworkers.

3. Let HR work for you

At the end of the day, it is your career at stake. If you are still struggling to remain motivated at work, consider talking with a manager about better retention strategies. Leading companies in Silicon Valley have not only discovered the key to retaining happy and motivated employees, but they have also earned the funds to afford these strategies, according to an article by insurance industry expert Michael Rogers published on Business.com. Moreover, what major tech companies such as Google can't afford to lose is people like you: the top talent helping to drive their company.

While you may not work at the likes of Amazon or Apple, your talent deserves to be recognized and it's likely your company can't afford to lose you. Let that work in your favor by addressing your concerns during a feedback session with management. Maybe a 401k match program will keep you motivated, or perhaps it's an industry seminar or tuition reimbursement that will encourage you to put your best foot forward each day. Whatever it may be, don't be afraid to speak up and ask for what you want. Most often, companies will work as hard as they can to meet these requests - as long as it means they'll retain your top talent.

Incorporating the above practices can encourage motivation in your career that yields long-term results. The key is to strategize how to leverage these methods to continually move your career forward.

Did you know that 75 percent of employees prefer increased benefits rather than a raise? If you're someone who finds more value and motivation in things like employee development, tuition reimbursement and even wellness programs, these figures from Glassdoor's Q3 2015 Employment Confidence Survey probably don't come as a surprise. However, if you are someone principally driven by the promise of a salary increase, perhaps you haven't fully explored how incentives can increase your motivation and engagement on the job.

Consider how you can use the following perks and benefits to drive production and improve your career:

Healthcare insurance

According to the Glassdoor survey, health insurance was the No. 1 desired benefit at a company, as 40 percent of respondents indicated that it was more important than a pay raise. And contrary to popular belief, that figure doesn't drop all that much among the millennial generation. A survey from Fit Small Business found that 34 percent of millennials view healthcare as the top priority when it comes to benefits. Less than 10 percent of the young workforce ranked office perks such as fitness classes and free food as the most important.

As Dawn Leijon, Executive in Residence at the Kogod School of Business at American University, told the source, benefits like health insurance can help drive commitment to a company. Research from the university confirmed that millennials crave the stability that traditional benefits can deliver, likely because of the shaky economy they grew up in.

That sense of security helps release unnecessary burdens in this part of your life, which can free up more energy to focus on important deadlines and initiatives at work. However, even if your company isn't able to provide top notch benefits, there are other ways to feel driven at work. As Samantha Reynolds of A Plus Benefits told Fit Small Business, it's not about out-of-the-box benefits and freebies.

"The appeal of 'the next Facebook' for millennials isn't about the perks, it really is about experiencing growth with a company and contributing toward that growth," she said.

Flexible hours and remote work

In the last decade, the perk of remote work has skyrocketed to the top of the benefits list for many companies, especially tech and startup organizations. If you've ever worked for a company that allowed several work-from-home days per work or negotiable hours, this is likely one perk you won't want to give up. As one such company saw, remote work produced strong outcomes. Cloud solutions company ConnectSolutions conducted a Remote Collaborative Worker Survey that found 77 percent of employers noted higher productivity when working from home.

One third of respondents indicated that they were able to accomplish the same work in less time, while about one quarter reported increased work productivity in less time.

When executed properly, remote work can help you thrive in the workplace and even encourage motivation. By switching up your daily routine and altering hours to fit your needs, you may even be willing to work additional hours to accomplish even more, as 23 percent of ConnectSolutions employees reported.

Culture and lifestyle perks

When you feel as though you are a valued member of a team and a part of something bigger than yourself, you're that much more likely to stay with a company. In many cases, even if the salary isn't quite at the level you'd like it to be, it may just be that those free bagels on Fridays, the friendly company-wide competitions held each month and the annual summer party are what keep you coming back. Ultimately, it's the sense of community that drives you to show up and do your best each day.

As Inc. explained, perks like catered lunches during busy season and wellness classes can go a long way. In addition to feeling like your efforts and hard work are being recognized and appreciated by management, you can also take into account the money you're saving on lunch and fitness packages. When a company makes the effort to improve company culture and offer these kind of perks, you feel valued.

Where as salary will always be there, these additional benefits can help drive you to focus your energy, accomplish more in the same amount of time and feel appreciated, all of which continue to motivate you as your progress in your career.