Priorities for Retaining High-Performing Employees

12/15/2025

Working on your organization's 2026 strategic goals? People and Culture should be at the top of the list!

Let’s talk retention: Turnover costs U.S. businesses upwards of $1 trillion a year. Investing in retention IS a business imperative. 

High-performing employees have choices, and they want to be seen, valued, and heard so they’ll stick around!  For example, I’m currently partnering with a client on their strategic plan. They have received awards for their workplace environment. They have a strategic goal focused on belonging, growing, and progressing in the organization.  They GET it! 

A recent SparkBay article (https://lnkd.in/eVMsxKZv) and LinkedIn survey highlighted many factors for prioritizing employee retention, but here are my top 3 for keeping your best team members (and what I see in my own work every day):

1) Growth and Development

94% of employees say they’d stay longer if their company invested in their growth and learning. Want retention? Invest in targeted development, mentorship, and stretch assignments!

2) Great Managers/Effective Leadership

It’s still true: “Good employees leave bad managers, not companies.” Companies with open, effective managers have noticeably higher retention, and I see this again and again in my strategy work. Leadership development and real support for your managers make all the difference- help your leaders lead! 

3) Recognition & Well-being

Employees need to feel appreciated and receive positive feedback. Recognition builds morale and a sense of belonging. But preventing burnout and overworking is also non-negotiable: 77% of professionals report feeling stressed at work. 

Which factor do YOU think matters most for retention, or what’s missing from the list?