Benefits packages, followed by financial compensation, are thetop motivators keeping employees committed to their jobs, accordingto a new study from Spherion.

But managers have a different view on what's driving retention,and experts say the disconnect could lead to higher turnover as theeconomy improves, hiring rates increase, and workers seek outemployers that can offer them greater workplace satisfaction.

According to The 2009 Spherion Emerging Workforce Study, employersbelieve management climate, supervisor relationships and companyculture are the driving forces behind retention.

The conflicting viewpoints have resulted in only a fraction (24percent) of workers who say they are very satisfied with theirgrowth and earnings potential at their current employer, and 27percent say they are very satisfied with their compensationlevels.

"Despite the significant changes that U.S. employers and workershave witnessed over the past few years, we see that there has beensurprisingly little change in how both perceive the workplace andthe employer-employee relationship," said Roy Krause, Spherionpresident and CEO in a press release.

It's a growing trend analysts at Spherion have noticed over thepast 12 years, and Krause says this could mean workers' perceptionsof their employment situations and expectations of their employersaren't largely impacted by what's going with the economy.

As companies look to cut benefits in an effort to minimizerecession impact, Krause warns taking that route might do moredamage to talent retention in the long run.

"It is imperative that HR executives realize that the actionsthey take during a downturn will impact the bottom line andpotential growth of their organization in an upturn," Krausesaid.

Drivers of Retention -

Employers:

1. Management climate
2. Supervisor relationship
3. Culture and work environment
4. Benefits
5. Financial compensation
6. Growth and earnings potential
7. Time and flexibility
8. Training and development

Employees:

1. Benefits
2. Financial compensation
3. Growth and earnings potential
4. Management climate
5. Time and flexibility
6. Culture and work environment
7. Supervisor relationship
8. Training and development