Many 401(k) plans provide matching employer contributions to some degree, yet CNBC reports only 28% of plans offer 100% vesting immediately.  Vesting might range from one to six years, a variation on the "golden handcuffs" strategy. The company is saying: "We will give you money, but you must stick around to get it."

Related: A 4-part formula for approaching retention with intention

If you think of motivational strategies as either carrots or sticks, telling people you must wait for your money is more stick and less carrot. If you are a small business owner, here are a few additional strategies you can use to encourage employees to stay:

1. Offer career paths. No one wants to stay in an entry level job forever. If you saw the Broadway show, How to Succeed in Business Without Really Trying, it seemed new hires started on the corporate ladder in either the mail room or the shipping department. Even the guy who never left the shipping department advanced in his career to the point where he headed the shipping department. Carrot: Give people the opportunity to rise in the organization.
2. Accommodate flexible hours. This might be easier today because "work from home" has become an accepted part of workplace culture. Working from home might give talented employees an alternative to paying for child care five days a week. Flexible hours can also help when the employee may also be in the role of caregiver for an older member of their family. Carrot:  If you need time off on short notice or need to be doing two things at once, we will work to make it possible.
3. Pay for higher education. The education benefits provided by the GI Bill have been a powerful incentive for people to join the military and put in their time. Here is an extreme example addressing the current dilemma facing young people with outstanding college loans: According to the Brookings Institution, the US Navy offers up to $65,000 in student loan repayments for new recruits. The typical small business owner is not going to be able to be that generous, but it shows the importance of tuition assistance programs as an employee benefit. Carrot: The company will pay the tuition expenses for you to go to school after hours.
4. Represent the office within the firm. Within the financial services industry, there are often employee councils who meet to discuss best practices. As I recall, sales assistants had their own council at my previous firm. There are people who enjoy taking on a larger role affiliated with their profession, without giving up their current job. Carrot: You represent the office or region at company meetings, raising your visibility with senior management.
5. Teach the new hires. Every company is different. They have their own policies and procedures. They also hire often, especially if turnover is an issue. Some people enjoy being teachers, although leaving their profession, getting a teaching degree and working in an elementary school is not their dream job. They enjoy teaching the new hires their best practices on how to do the job and fit into the office culture. Carrot: Pay the employee an additional amount to be the official trainer. They would get a title too.

When you run a business and keep your eyes on the bottom line, you often think "everything is about money."  When it comes to people and personalities, there are often other motivators that lead to people considering the company their second home.

Bryce Sanders is president of Perceptive Business Solutions Inc. He provides HNW client acquisition training for the financial services industry. His book, "Captivating the Wealthy Investor" is available on Amazon.