what did you like about your job

[VanPenelope]

I’d say the best part of my job was the autonomy to solve complex problems my own way. In my role as a senior engineer, I wasn’t micromanaged; instead, I was trusted to pick the right tools, set my own deadlines (within reason), and even influence which projects we prioritized. That freedom made me feel invested in the company’s success, not just a cog in the machine.

From a talent retention perspective, this autonomy is exactly what HR teams should focus on. According to a 2025 LinkedIn Global Talent Trends report, 73% of employees cited “freedom to decide how to do their work” as a top driver of job satisfaction. To visualize this, here’s a breakdown of the top three factors from that survey:

Factor	Percentage of Employees
Autonomy in work methods	73%
Opportunities for skill development	68%
Positive team culture	65%

Another thing I really valued was continuous learning. My employer offered a dedicated budget for conferences and online courses, and they encouraged us to spend 10% of our time on side projects. That investment in my growth kept me engaged for over five years—a key lesson for recruiters trying to reduce turnover. When candidates ask about what I liked, I always point to trust and growth as the foundation. It’s not just about pay; it’s about feeling that your career matters to the people who sign your checks.

[KevinFitz]

For me, it was the mentorship that made my first job unforgettable. I was fresh out of university, and my manager sat down with me every Friday to review my progress and talk through challenges. She didn’t just tell me what to do—she taught me how to think critically about the work. That kind of support made me loyal to the company, and I stayed for three years longer than I’d planned. If you’re in HR, building a structured mentorship program can be a huge retention booster.