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Keeping the Top Performers

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Retaining Star Employees: More Than Just a Paycheck

Any organization striving for success needs passionate, dedicated employees. These A+ team members are hard to find, making their retention paramount. To keep these employees motivated and performing at their best, they need to feel appreciated and see themselves as valuable contributors to the organization. And surprisingly, the solution often goes beyond simply paying them more.


Understanding Employee Motivation

Contrary to common belief, many engaged workers value things other than their salary. Studies consistently show that individuals often leave their jobs due to a lack of growth opportunities, issues with company culture, or dissatisfaction with management. A study by Robert Half revealed that 39% of top performers primarily left their jobs due to a lack of career advancement opportunities. Furthermore, 23% departed because of issues with management, while 17% felt unappreciated.

Top performers typically invest significant time and energy into their work, expecting satisfaction and fulfillment in return. When they start feeling ‘stuck’ or unappreciated, they may begin seeking greener pastures outside the organization.


Warning Signs: Recognizing the Risks

When your top-performing employees start missing deadlines, frequently using their leave days, or displaying a change in attitude, it could be a sign that they’re unsatisfied. By this point, it may be too late to rectify the situation. They might already be searching for new opportunities, and once they start that journey, they usually don’t stop until they find something better.


Preemptive Measures for Building a Strong Retention Strategy

The best advice is to take proactive measures to prevent your organization from losing its valued employees. Regular one-on-one meetings with your talent can be incredibly beneficial. Directly inquire about their level of job satisfaction and ask what you can do to make them happier. By identifying any issues early, you can address the problems, improve their sense of value, and increase motivation.


Providing Growth Opportunities

Ensure that you offer growth opportunities for your top employees. Top performers want to feel that they’re advancing in their career and not stagnating. Challenging roles and increasing responsibilities can provide the feeling of being stretched and engaged. Promoting employees to higher titles or expanding their job responsibilities can greatly enhance motivation. While this can be challenging in a tightly structured organization, smaller companies can often get creative. Job rotation, expanding duties, and presenting exciting challenges are all ways top performers feel growth.


When a Top Performer Decides to Leave

If an employee has already started searching for a new job, it might be impossible to reverse their decision. In such cases, the best strategy for an organization is to start training an internal replacement or initiate a confidential search for a new hire. Counteroffers are typically a short-term solution that can backfire, so they’re not generally recommended. The best plan is to proactively retain your employees through various strategies.

If you need more tips on retaining talent or need to start searching for replacements, we’re here to help with consultation and advice. It’s all about a proactive approach to keeping your star employees shining in your organization.


Anjela Mangrum, founder of Mangrum Solutions, is your go-to expert for Operations & Supply Chain Management Recruitment in the manufacturing universe! Fueled by her passion for connecting exceptional candidates with amazing opportunities, her firm’s energetic and lively approach ensures a thrilling and memorable experience for all involved. Dive into the excitement—join our MVP Networking Group and follow us on LinkedIn for the freshest news, savvy tips, and buzzworthy trends in manufacturing recruitment. Mangrum Solutions—your winning partner in hiring success!