Get hired, learn your job and prove yourself, get promoted, prove yourself in that role, get promoted again, and so on. Sound familiar? In broad strokes, this represents the career path most people expect for themselves. But what if this cycle doesn’t create a sustainable, successful workplace? Could it be preventing companies and their employees from achieving their full potential?

If you’re a recent college graduate, things are looking up for you—much better than your Millennial predecessors. The U.S. unemployment rate is back down to pre-recession levels. The economy has been recovering year-by-year and the job market is strong. More employers are looking to fill roles as technology changes the way we work and specialized skills become highly sought after. For the Class of 2017, the future is bright.

Most employers have experienced how challenging it can be to keep employees engaged in the long term. Without clear direction, goals, and connection to the company, employees will often leave for greener pastures. Worse, they may burn out and stay, bringing negative energy and apathy to work every day.

Business leaders use some common tools to try to combat these problems, like employee recognition programs, regular feedback, or access to more training. These are all great solutions. But they don’t address one crucial factor in employee engagement: a feeling of belonging and importance in the organization.