At the Virginia Spine Institute, run by Dr. Thomas Schuler, weekly seminars allow staff to bone up on the latest in patient care. Photograph by Vincent Ricardel.

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One way to keep employees happy? Allow them to learn and grow.

Besides offering challenging work, that might mean giving people projects that stretch their skills, paying for advanced degrees, or keeping staff updated with the latest technology or industry knowledge.

At the Virginia Spine Institute, medical assistants sit in on regular conferences and workshops that expose them to careers in health care. Many go on to become nurses, physical therapists, physicians’ assistants, or physicians.

Teaching employees new skills can mean they’re less likely to leave. At Rand Construction Corporation, for example, a project manager might move into recruiting. Little wonder that the average tenure is eight years.

“Rand is an entrepreneurial company that allows me and others to grow to our potential,” says Elizabeth Grimsley. “The sky is the limit.”

Keeping employees engaged might mean recognizing and cultivating their strengths.

“My favorite part of the company’s culture,” says Tracy Earlenbaugh, a management analyst at Irving Burton Associates, “is that it really is eager to work with each employee’s dreams and interests.”

That a manager takes the time to foster an employee’s dreams can be enough to keep someone inspired.

“I like the atmosphere of encouragement, respect, and concern for one another,” says IBA’s David Loebsack. “When senior management can call you by your first name, shake your hand, and genuinely be interested in how you’re doing, in my eyes that’s the sign of a solid company.”

Other employers that received high scores for career advancement: Cassaday & Company, Eagle Hill Consulting, the Educe Group, 5AM Solutions, IJIS Institute, McDonald’s, the Midtown Group, Ntiva, Portal Solutions, ViON Corporation.