5 Ways to Retain Your Top Performers

5 Ways to Retain Your Top Performers

Most businesses have developed strategic initiatives to retain their top sales performers, however, often neglect to follow through on plans to retain their operations personnel.

If your sales staff is the growth mechanism for your company, they are likely motivated by reimbursement of marketing expenses or aggressive compensation agreements. But the group responsible for building the foundation is typically motivated and encouraged by other factors. The following are five ways to achieve low turnover among the top performers in your operations department.

Encourage Autonomy

Your sales team if often given complete autonomy to perform their primary job functions. They have the freedom to make decisions about how, when, and where they will do their job. This works because as a hunter for your company, they only eat what they kill. The closing process is unique to every customer and without restraint in how they perform their job, they’re given the opportunity to adapt to each situation.

This same mindset works for the top performers in your operations department. The group you have supporting your sales team has to be able to adapt their job functions to reach peak productivity and offer an exceptional client experience. As a top performer, they need to know you recognize their need to step outside the box and deliver at a level beyond expectation. Their ability to adapt and plan for changing circumstances is what will let them excel within your company.

Provide Career Goals

Top performers, like your top sales people, have both personal and professional goals. They’re not sitting by idly waiting for the next big thing. They strive for it every day. And when they lose sight of it, they adjust their sail in search of it again.

As a business leader, you have to proactively be involved in developing your employees’ career paths. Provide them with an opportunity to adjust their sail when they lose sight of their goals. Nurturing your team in this way will create a more positive workplace where people want to stay.

Pay Them What They’re Worth, Maybe More

A lot of people believe that money is the driving factor to attract and retain top performers. While it’s a good place to start, there’s so much more to consider. The reality is, a happy, engaged employee won’t leave for a dollar or two more an hour. What your team really wants is stability, consistency, and the opportunity for growth. They’re driven by their ability to support loved ones, nurture their own personal achievement, and loyalty from their employer.

Employers want loyalty from their team, but are often unwilling to show loyalty first. Your top performers know what they’re worth and even though they may not be actively searching for more gainful employment, your competition might be looking for them. All it takes is a quick phone call to plant the seed. Make sure if that happens, your team isn’t curious to learn more. Pay them what they’re worth, maybe more. Be proactive in their ability to support their families and they’ll increasingly give back to your company.

Promote Thinking Outside the Box

Your top performers take pride in their job performance. For them, it’s about knowing they had the resources to achieve more. Their capabilities tend to be looking at the big picture and identifying new ways to surpass the status quo.

Empowerment drives your top performers to achieve greater levels of excellence. By fostering an environment for new ideas and new processes, you’ll make sure your top people feel challenged, supported, and fulfilled.

Recognize Their Performance

Sales people are routinely recognized for their performance, whether it’s for closing a big client or their monthly sales results. Your operations people are typically only recognized during their quarterly, semi-annual, or annual reviews. Usually these rewards are done behind closed doors without any formal recognition for their achievement.

While not everyone likes public recognition, it’s up to you to determine the best way to reward each of your team members for a job well done. Your recognition for their operational excellence is a crucial component for driving loyalty across your company.

Retain Your Top Performers

Retaining top performers requires more than just strategic planning. It takes a thoughtful approach to career development, growth, and recognition. By addressing these areas, you will build a strong foundation with a team that’s motivated, engaged, and committed to the success of your company.

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