Steps to Engage and Retain Key Players

1

Identify the key players

Determine which employees are essential to your organization's success and future growth.

2

Know what motivates each key player

Understand the drivers and incentives that keep your valuable team members engaged.

3

Re-engage and re-recruit key players

Take proactive steps to ensure continued commitment from essential team members.

Key Player Engagement and Retention Matrix

• Determine the direct and indirect cost of losing each person, including an assessment of how each person's departure might damage current business or jeopardize future potential.
• Individuals identified with potential to significantly hurt the current or future business if they quit should be considered "key" and targeted for aggressive re-engagement and re-recruitment.

Employee	Impact of quitting	Motivators	Engagement and retention actions required by me	In what time frame

What Motivates Key Players?

Feeling valued and respected

Recognition of contributions and professional courtesy.

Work/life balance & family care

Flexibility and support for personal priorities.

Challenging short-term assignments

Opportunities to showcase talents and abilities.

Meaningful work

Work that aligns with personal values and creates impact.

Participation in mapping out or communicating the future

Involvement in strategic planning and direction.

Control and influence

Autonomy and ability to shape decisions.

How to Re-Engage and Re-Recruit Key Players

Conduct "Stay" conversations

Proactively discuss retention with key employees.

Engage multiple methods of 2-way communication

Ensure open dialogue through various channels.

Re-orient experienced players

Help them see their place in the new organization.

Coach instead of criticize

Provide constructive guidance rather than negative feedback.

Give key talent meaningful work to do

Assign projects that align with their skills and interests.

Hold development/career discussions

Plan for their future growth in the organization.

Show genuine, sincere appreciation

Recognize contributions in meaningful ways.

Conducting "Stay" Conversations

• What would you talk about?

  Their value to the organization, concerns they may have, and future opportunities.

• What would you ask?

  Their career aspirations, satisfaction levels, and what would make them stay.

• What would you promise?

  Only what you can deliver - be honest about possibilities and limitations.