Career opportunities are especially motivating to high performers. It's important to make sure that key employees know that they're highly valued, in order to increase their sense of job security and perception of future advancement opportunities. Similarly, special training opportunities or developmental assignments can be provided selectively even when training and development budgets are tight.
As far as work content goes, you can give special, prominent assignments to key employees or permit them unusual autonomy in their work.
In the area of benefits, special perks for key employees--such as additional paid vacation days--can be useful. (Though consider whether you really want them out of the office).
Foster a sense of affiliation with the company and its values. Make sure you have a specific, important, compelling mission. Make sure executives not only say that that the company believes in rewarding top performers, but that they back it up with action.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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