Every business aims to build high-performing teams with high-performing employees. Once the team is made and the company meets its goals, you want to ensure you keep your top-performing employees.

Finding and attracting these employees is only part of the challenge. If you stop there, you’ll find that other businesses will soon poach integral members of your team. 

Here are four tips for keeping your top-performing employees engaged and happy. 

1. Constant Challenges

According to the author of Recruit Rockstars, Jeff Hyman, the best employees will require constant challenges if you hope to retain them long-term.

Your high-performing employees have most likely excelled because they continually seek new challenges to learn, grow, and improve themselves. 

If most of their job becomes routine, and they don’t feel they have the opportunity to continue growing, they’ll quickly start to seek a change in scenery. 

The best way to provide constant challenges is to ensure high-performing employees are considered first for promotional opportunities and that you’ve spent time coaching them on the new skills they will need.

However, when promotions are unavailable, or your high performer is not quite ready for the next step, you should consider offering them a “Stretch Assignment”. 

These are projects or tasks, often short-term beyond the employee’s current knowledge or skills level, with the goal of “stretching” employees developmentally. It will allow employees to step outside their regular duties and expand their business knowledge.

2. Career Path

A recent study by LinkedIn showed that career opportunity is the top reason people change jobs, with 45% of people leaving their job due to a lack of opportunities for advancement, and 59% accepting a new job for a healthy career path with more opportunities. 

Therefore it follows that if you hope to keep your high-performing employees, they need to feel confident they have a career path with the opportunity for additional responsibility and compensation.

Carter Cast, a clinical professor of innovation and entrepreneurship, commented: “It’s important to put your arm around them and say, ‘I think you have a lot of potential, and one of my goals is to help you reach your full potential.”

3. Mentor

Whilst formal training is excellent, most high performers grow due to finding a strong mentor they admire who can give them regular feedback.

High-performing employees thrive on one-on-one mentor interaction regularly to seek guidance and ask questions on areas of their role they want to improve on.

4. Compensation

While money may not always keep high-performing employees, it helps. Top employees often see compensation as extra dollars in their pocket and a clear sign from management that they are valued and noticed.

The best approach is when the opportunity and timing are suitable to offer pay increases, don’t just share a blanket 5% increase across the team evenly; instead, make sure you offer the highest percentages to your best employees.

Things to Consider 

With every employee, a different strategy might suit better in keeping retention high. One thing to consider is the company culture. Sometimes an employee feeling disengaged is systemic, and the entire structure needs a refresh. 

High-performing employees are hard to find, let alone keep. But, once you have one within your business, implement strategies to keep them happy and engaged. Then, if they grow with your company for an extended period, it’s a win-win.

Have Questions?

We Have The Answers!

Why is it important to challenge high-performing employees?

High-performing employees thrive on constant challenges, which help them grow and stay engaged. Without challenges, they may seek opportunities elsewhere.

How can offering a career path help retain top employees?

Providing a clear career path ensures high performers see opportunities for advancement and feel valued, reducing their desire to leave for better prospects.

What role does mentorship play in employee retention?

Mentorship offers regular, personalized guidance. It helps high performers develop their skills and feel supported, leading to higher job satisfaction.

Why should compensation be tailored for high-performing employees?

Tailored compensation shows high performers they are valued, encouraging them to stay. Blanket increases can make them feel undervalued and prompt them to leave.

Important Notice

The information contained in this article is general in nature and you should consider whether the information is appropriate to your needs. Legal and other matters referred to in this article are of a general nature only and are based on RosterElf's interpretation of laws existing at the time and should not be relied on in place of professional advice.

RosterElf is not responsible for the content of any site owned by a third party that may be linked to this article and no warranty is made by us concerning the suitability, accuracy or timeliness of the content of any site that may be linked to this article.

RosterElf disclaims all liability (except for any liability which by law cannot be excluded) for any error, inaccuracy, or omission from the information contained in this article and any loss or damage suffered by any person directly or indirectly through relying on this information.