Non-financial incentives are crucial. Encouraging career development, providing opportunities for training, adapting working time and shift work, reducing violence in the workplace, open leadership, study leave, working in a team and support and feedback from supervisors, alongside issues beyond the working environment, such as adequate housing and transport, all potentially reduce migration. Trust, sensitive management and a degree of autonomy are crucial. Annual reviews of salaries, a clear career structure with opportunities for ongoing training, and delegation of responsibilities at least boost the morale of those for whom opportunities of promotion are poor.