Azzarello Group

As times get more and more scary, don’t expect
your high performers to keep knowing the company
wants them.

Even if they kind of know they are one of the stars,
telling them becomes even more important when
things get ugly.

They, unlike the rest of the workforce can find a job
at any point in time.

You need to let them know why they should stay with You.

So that begs the question:  Why should they stay with you?

Here’s what I say:

• You are not making a stupid choice to stay
• I am staying here because … [don’t forget to share this]
• I understand your longer term aspirations and I will actively support your career.
• You become much more marketable creating success in a struggling business.
• Achieving in this difficult situation is “interview gold” for the future. (It really is).
• I want you to stay, and the company wants you to stay

Feeling cornered?

The last point might draw the question, Well, what is the company going to give me to stay?

I tend not to over-react to this question.  I re-iterate the desire to keep them and my personal commitment to their development and support in future opportunities.

If they are only going to stay because of a retention bonus or a promotion that you can’t give them, then it is a lost cause anyway.  They are too far out the door.  The goal is to keep them from getting to that point in the first place.

Do they know they are considered a top performer?

Say it out loud:

Yes, there will likely be layoffs, but you are not going to get put on a layoff list.  In fact you are on another list entirely.  A list of people that the company wants to keep.

You can’t promise people anything specific with 100% certainty, but you can (and need to) let them know that the you and company want to keep them.

It makes a big difference.

If you found this article valuable, or you have ideas or feedback, please leave a comment below.

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