Job Embeddedness Theory

According to Job Embeddedness Theory, when an employee is more embedded within their organization, they are less likely to quit. Unlike simpler measures of job satisfaction or self-reports of engagement, job embeddedness looks at three aspects of the employee-organization relationship.

• Links: the interconnections between the employee, others in the organization, and the organization's larger network
• Fit: how well suited the employee is to their role
• Sacrifice: how difficult it would be and how much they'd lose by leaving.

Increasing job embeddedness is a key function for these types of meetings:

• One-on-Ones
• Team Cadence Meetings
• All-Hands
• Community of Practice