Keeping Your A-Players

They’re harder to create than they are to keep—here’s how to make sure they stay.

We don’t always think about retention—at least not until it’s too late.

A-Players. Those who consistently outperform the rest. The ones you rely on to set the pace, drive results, and lift everyone around them.

Losing an A-Player can create a ripple effect across your entire team. And while compensation, promotions, and recognition are essential, they’re just the beginning. If you want to keep your best, you have to go deeper.

Here are five key strategies Winning Leaders use to retain and grow their A-Players:

1. Develop Them

It’s easy to assume that your top performers don’t need development. They already know what they’re doing, right? But the best leaders understand that development isn’t just about fixing weaknesses. It’s about preparing your top talent for what’s next.

Look for ways to stretch them. Give them new challenges, fresh responsibilities, and opportunities that grow their skillset. Show that you’re investing in their future, not just their current output. This builds a positive mindset, loyalty and momentum.

2. Set Clear Expectations and Priorities

A-Players want to win. But to do that, they need clarity. Be direct. Spell out exactly what success looks like—what to do, what to produce, and what not to worry about.

Help them cut through the clutter by prioritizing the most important objectives, in order.Remove distractions so they can focus on work that drives real impact. Purposeful clarity is a form of respect, and A-Players recognize it.

3. Measure and Post Results

Top performers are competitive. They thrive on measurement, challenge, and progress. So, give them something to reach for. Build a culture where results are measured, posted, and discussed regularly.

We recommend narrowing your focus to the top 3–5 metrics that truly matter, and making them part of the daily conversation. A-Players love knowing how they stack up and they hate getting left behind. Use that drive as fuel.

4. Leverage Them Strategically

A-Players carry credibility. Their voice can often influence peers more effectively than yours. Use that wisely. Invite them into leadership moments. Let them share what’s working. Ask for their input when solving big problems.

But be careful. Don’t turn them into fixers for everyone else’s underperformance. And don’t bog them down with low-impact tasks. Protect their time and energy like you would any high-value asset.

5. Reward Them in Ways That Matter

Yes, proper compensation matters. But rewards go beyond paychecks. Recognize their wins publicly. Celebrate their milestones meaningfully. Find out what motivates them on a personal level, because not all A-Players want the same things.

Whether it’s autonomy, growth opportunities, flexible schedules, or public recognition, tailor your rewards to the individual.

Final Thought: A-Players Are Rare

Here’s the bottom line: A-Players are far more difficult to create than they are to keep.

Don’t assume they’ll stay just because they’re good. Get to know them. Engage them. Ask them what drives them. Then build a Leadership Rhythm around those insights.

Because when you keep your best, you build something the competition can’t copy.