Small businesses hunger to have a “rockstar employee” in their ranks and a few manage to generate an entire team of high-performing individuals. But for many companies, several factors prevent them from finding those rockstars.
For one thing, employees often become disengaged from the company culture they’re working in while others simply lack the motivation or necessary skills to stand out from the crowd. Often, the fault lies in a company’s inability to promote collaboration, career paths and internal opportunities for growth.
Many companies have been through this before. That’s why mastermind groups and peer advisory boards like those at Catapult Groups can be transformational (especially when you're figuring out how to keep great talent).
Be Crystal Clear with Your Expectations
Hard-working employees sometimes get frustrated when they receive mixed messages from their managers or supervisors. That’s why spelling out your expectations as to their job functions and responsibilities is vitally important.
It’s up to business leaders to “make sure everyone in the team knows what great looks and feels like,” says The Guardian. This includes “understanding what’s expected of [employees], how important their actions are in terms of the overall success of the business and how you will help and support employees to get where they need to be.” That’s the best way to instill the confidence they need to reach their full potential and drive employee satisfaction.
Offer Focused, Ongoing Feedback
Most employees, especially younger generations, thrive on constructive feedback. They get discouraged when they feel like they’re working in a vacuum. They want to know when they’re hitting the mark but they also want clarity when they miss the target.
The most effective leaders deliver meaningful work insights without micromanaging. Use feedback as an opportunity to help employees feel recognized and empowered. When individuals know their individual contributions matter, engagement rises and talent retention improves.
Map Out Career Paths and Growth Opportunities
A talented, ambitious employee wants to get ahead in his or her career. If your company consistently provides such opportunities these individuals will likely stick around.
This starts with creating clear career paths and investing in employee retention strategies. Build an onboarding process and internal hiring process that communicates not just the expectations of the role but also what long-term growth looks like inside your organization.
“You have to accept that you’re not just doing employees a favor by giving them a job,” says ColoradoBiz. “They are there to earn a living and like you, they want that living to grow and expand over time” (whether through compensation and benefits, professional development or upward mobility).
Involve High Performers in Strategic Thinking
The biggest mistake some companies make is assigning high performers to repetitive, tactical tasks without inviting them into larger discussions. These individuals often have deep insights into how to improve systems, customer service and overall work environment efficiency.
Invite top employees to share ideas, solve problems and contribute to strategic planning. This reinforces their value and boosts employee satisfaction, especially when they feel their meaningful work is making a visible impact.
Prioritize a Healthy Work Environment
Your best employees are probably invested in maintaining a balance between productivity and personal wellness. One of the most sustainable ways to retain top talent is to cultivate a healthy work environment where people can thrive.
Whether it’s through access to fitness perks, hybrid work flexibility or mental health resources, show your team that their wellness matters. Burned-out employees don’t become loyal advocates, they leave. And then you’re stuck reopening job openings and scrambling to replace them.
Recognize and Reward Contributions
Every employee wants to feel seen. Especially your rockstars.
Make it a priority to recognize when an employee feels recognized (whether with a public shoutout, private note, performance bonus or additional compensation and benefits). Recognition reinforces employee satisfaction and is a crucial element in any strategy focused on how to keep great talent.
When your team knows you value their individual contributions they're more likely to stay, grow and perform at even higher levels.
Promote a Culture of Support and Collaboration
A winning company culture is built on trust, mutual respect and collaboration. People want to work on teams that support one another and value what each person brings to the table.
By fostering this kind of work environment you boost morale and help employees feel a deep connection to their peers and their purpose. This reduces turnover and strengthens your ability to retain employees long term.
Competitive Compensation Still Matters
Finally, let’s talk money.
Paying competitive wages is expected. Be transparent about your compensation and benefits structure and ensure your offerings are in line with (or above) market rates. If an employee is excelling, reward them accordingly.
Top talent will always have options. Make sure your package (including opportunities for growth, recognition and development) makes your organization the place they want to stay.
What We've Learned
Having a high performer in your ranks is a privilege. Keeping them? That’s leadership.
Your job isn’t just to hire great talent, it’s to create the conditions where they can thrive and where more talent will be drawn to join. That means continually refining your onboarding process, improving your employee retention strategies and building a supportive work environment rooted in clarity, growth and purpose.
Want to meet other CEOs and trade strategies with them? Join a Catapult Group and surround yourself with executive peers today!
