What Do High Performers Really Need to Stay?

Employer Advice Human Resources

In today’s candidate-driven market, it’s no longer enough to offer a decent salary and an impressive job title. High performers, the people who consistently go above and beyond, show initiative, and quietly hold your business together, are in demand! If you're not actively investing in what they need to thrive, there's a good chance someone else will.

So, what do high performers really want?

The answer goes far beyond compensation. Yes, pay matters, but it’s not the sole motivator for this group. High performers are driven by purpose, challenged by meaningful work, and energised by environments that offer value and trust. Employers who want to retain their top talent must shift from a transactional mindset, where the focus is only on salary, job titles, and performance targets to a more human one. Treating your staff as people and understanding their individual needs, motivations, and emotions.

Through our HR & recruitment experience, here are the key things we have found high performers consistently seek from their workplace:

✅ Purpose
High performers want to know that their work matters. They’re not content with ticking boxes or doing tasks for the sake of it. Connect their day-to-day responsibilities to the bigger picture. Show them how their contributions make a difference to your team, your business, and your customers.

✅ Autonomy
Trust is critical. High performers don’t need to be micromanaged, in fact, doing so will likely drive them away. Give them ownership of outcomes, not just tasks. When they feel trusted, they’ll take even greater pride in delivering results.

✅ Growth
Top talent thrives on progress. But growth doesn’t always mean promotion. It might look like leading a project, getting exposure to a new area of the business, having a mentor, or building new skills. Prioritise continuous development. They’re already doing the work, now help them grow through it.

✅ Recognition
Don’t wait for the annual review to tell them they’re doing a good job. Regular, authentic recognition goes a long way. Acknowledging effort and impact helps high performers feel seen and appreciated and encourages them to keep showing up at that level.

✅ Healthy Culture
Even the most dedicated team member won’t stick around in a toxic or disengaged environment. Respect, psychological safety, and clear communication are must-haves. High performers want to be surrounded by people who are equally motivated and a culture that supports them, not drains them.

✅ Flexibility
Rigid structures are a fast track to burnout. High performers value their time, and they want the freedom to work in ways that allow them to operate at their best. Whether that’s flexible hours, remote-working options, or simply being trusted to manage their own time.
If you’ve got high performers on your team, chances are they’re the ones quietly carrying a heavy load, often without any complaints. Don’t wait until they’re exhausted, disengaged, or submitting their resignation to ask what they need. Instead: Talk to them. Support them. Invest in them.
Because keeping a high performer engaged is far more cost-effective and impactful, than trying to replace them.