The Keys To Retaining High Performers

When it comes to recruitment, most companies focus on attracting high-performing talent. A business is only as strong as its employees, so it’s imperative to seek out the best and the brightest in the industry and make them an offer they can’t refuse. And, in the tech field, that can be tough. The hiring game is competitive on both sides of the fence, and true talent doesn’t stay on the market for long.

The Challenge

The challenge isn’t over when you land a talented employee. After you hire a rockstar developer or project manager, you have to figure out how to keep them. This is where many companies drop the ball. While high performers are typically happier at the their jobs compared employees who perform below average, one in five still leave their current jobs within six months and less than half are satisfied with their current position.

The Effect

Without your A Team, there’s no way to flourish. Projects take longer to complete, quality suffers, and general chaos ensues. The company can’t perform at its highest level without its most valuable team members. When you’re focusing on attracting talent to your company, don’t neglect the ones you’ve already recruited.

Financial Incentive

Unsurprisingly, the majority of employees are most motivated by finances. They’re looking for competitive compensation, benefits, bonuses, retirement plans, etc. It’s possible that one of your best employees will eventually outgrow your budget and there won’t be much you can do, but just know that, as your company grows, your employees will expect their paychecks to follow suit.

Little Luxuries

Outside of money, top performing workers are also looking for the little things in life that make the workday more enjoyable. Flexible schedules, the latest technology, basic workplace amenities, training opportunities, and recognition are just a few of the things that make a position worthwhile.

Peace and Quiet

Very often, our most talented people are the ones that end up putting out everyone else’s fires. They’re so good at their jobs that other employees look to them to do theirs. Managers may even nonchalantly pass off training duties to the ones who know their stuff. But the harsh true of this is simple: It’s not their job. There’s a difference between being a team player and a pack mule. Let your high performers do what they do best and present them challenges that stretch their skills, not their patience.

A Bright Future

Finally, your best talent will want to know they’ll have a bright future ahead of them if they hang around. High performers are full of momentum, which means they won’t want to feel stagnated in one position for too long. Discuss promotions, new challenges, and leadership roles with them so they know you have their best interest in mind.

If your best employees feel no incentive to stay, they won’t. Even if you develop strong relationships with your top programmers, their needs are still important enough to trump the fact that you’re on good terms. Give them a reason to stick around and to continue to elevate your team.

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