Keep Your Top Performers Engaged Long-Term

There are two types of employees. The first ones show up late, put in minimal effort, and count the minutes until the workday ends. The second ones start on time, stay engaged, and genuinely care about their tasks. The real question is: how can we keep those dedicated, high-performing team members—the ones who spark innovation, boost productivity, and help move the company forward?

We’ll share seven employee retention strategies to help you keep your best players and support their growth. Let’s get to it!

Tip #1. Invest Time in Your Managers

Have you heard Marcus Buckingham’s quote, “Employees leave managers, not companies”? Believe it or not, statistics confirm its truthfulness. New DDI research says that 57% of employees have left a job because of their manager, and another 32% have considered quitting.

So, what should you do? The right training is the greatest approach to prevent this problem. A strong culture that includes mentorship and coaching can help your managers develop the skills they need to assist their teams and create a good, engaging work environment. After all, great leadership isn’t just about making decisions — it’s about giving people time, guidance, and the support they need to grow.

Tip #2. Invite Their Ideas and Suggestions

Jeff Bezos recently shared a simple but powerful rule on the Lex Fridman podcast: “If you’re the most senior person in the room, go last. Let everyone else go first. Ideally, have the most junior person go first — try to go in order of seniority — so you can hear everyone’s opinion unfiltered.”

Get your employees to participate in strategic planning and decision-making meetings. You will be pleasantly surprised by the incredible ideas that surface. One person might not get it right, but their answer will give someone else an idea, and a snowball effect will begin. This is sure to keep the team motivated, unafraid to speak up, and growing as future leaders.

Tip #3. Community and Connection

Work is so much better when you have good relationships with the people around you, right?
Feeling connected creates a sense of belonging and boosts productivity and creativity. 76% of employees with friends at the workplace have far more chances to stay with the company. 

The best way to build that connection? Create opportunities for people to bond. Fun team-building activities, virtual hangouts, and small-group meetups can help coworkers form real relationships. And when possible, in-person company gatherings can make those connections even stronger. This should also be kept in mind when hiring people. Make sure they share your company’s values and vision so that they'll seamlessly fit in and contribute to that sense of community. A little effort goes a long way in making employees feel valued and happy to stick around.

Tip #4. Rethink Benefits and Compensation

If you want to keep your best people, start with fair and competitive pay. Stay informed about market salaries to know what kind of offers your employees might get elsewhere. This also helps you catch and fix any pay gaps before they become an issue. Don’t wait for them to ask for a raise — recognize their value and offer what they’re due. When employees feel appreciated, seen, and fairly compensated, they’re more likely to stay and give their best.

But it’s not just about the paycheck — benefits matter too. Flexible schedules, extra time off, retirement plans, stock options, recognition programs, and opportunities to grow are some employee retention examples that can really help keep your team happy and engaged!

Tip #5. Support Your Team’s Growth

Although solid pay and perks are fantastic, the opportunity for learning and development is what drives most people to stay. In fact, 94% of employees in a LinkedIn survey said they’d stay longer if their company invested in their career.

A great leader sees potential, not just manages. Talk to your team, find out what excites them, and challenge them in ways that align with their strengths. Encourage them to learn, but more importantly, allow them to make mistakes, adapt, and improve. Growth comes from both success and setbacks.

Top performers love a challenge, so giving them chances to learn new skills keeps them excited about their work. Without that, boredom sets in — 33% of employees said they started job hunting just because they needed something new. When you invest in your team’s growth, they’re more likely to invest in your company.

Tip #6. Make Feedback a Habit

While yearly and semi-annual evaluations matter, employees need consistent input throughout the year. Research at The Motley Fool revealed that 70% of staff desired more feedback, but the company lacked a formal process, however, we think that's not fully necessary. Regular input is particularly crucial for retaining top talent.

To address this, integrate feedback into daily operations like a habit. After a team call or whenever you notice something — good or bad — send a quick message. Highlight what they did well or guide them on how to improve. Don’t wait six months for a performance review; it only takes two minutes, and the impact is huge.

According to Michael Graham, founder and CEO of Epilogue Systems, "Recognize their integrity and keep encouraging them to improve". The key is maintaining a continuous dialogue!

Tip #7. Encourage Autonomy

Allowing employees to make their own decisions and take on leadership roles can really enhance your top performers' sense of trust and authority. The key is creating a workplace where people feel trusted to take the lead. When employees feel empowered, it lifts morale and helps everyone work better together!

Don't hesitate to ask, "How would you go about delivering this?" if the employee doesn't show initiative. Start the conversation, have a quick brainstorm, and give them the courage to step up. Above all, let them know that you are available to help them whenever they need it.

Implement tools that enable employees to handle their responsibilities efficiently and independently. Additionally, providing remote work flexibility and offering consistent management development programs can foster a more self-reliant and capable team. These efforts can be part of your employee retention program that transforms your workplace into a space where individuals thrive!

Conclusion

The retention of top performers is paramount to any business’s success. You create an environment in which employees feel valued and encouraged to succeed by developing managers, creating team unity, improving employee benefits, supporting professional development, and providing open communication channels. Remember that success is more than simply employee retention rate — it is also about supporting their growth and success within the context of your organization's vision.

At FrontRunnrs, we believe that real connections are essential for successful talent acquisition. Our team aims to create genuine connections and leverage our expertise to help you find and keep the best talent on the market. Are you ready to go beyond the digital and foster a vibrant workplace? Then contact us today! Let's team up to unlock your team's full potential and move your company forward. We can’t wait to help you succeed!