So, you’ve got a star on your team—the kind of person who consistently delivers, goes above and beyond, and honestly makes your job a whole lot easier. But there’s a problem: they’re feeling stuck, and without an immediate promotion on the table, you’re worried they might walk. Sound familiar?
First off, you’re not alone. Keeping top talent engaged when career growth isn’t immediately available is one of the trickiest challenges a manager can face. The good news? It’s not all about titles and promotions. There are plenty of ways to keep your best performers feeling valued, challenged, and invested in the long term.
Let’s break it down.
Step 1: Have the Conversation (Yes, the Real One)
Before you jump to conclusions, have an honest and open conversation with your team member. What do they actually want? Are they primarily looking for more responsibility, recognition, or financial reward? You might assume it’s all about the title, but often, top performers are craving impact, visibility, and meaningful challenges.
Start with something like:
"I can see how dedicated you are to your work, and I really value your contributions. Let’s talk about what growth means to you and how we can align that with our current opportunities.”
This simple check-in can go a long way in making them feel heard and valued. Plus, it gives you insight into what truly matters to them—whether it's mentorship, new projects, or leadership exposure.
Step 2: Expand Their Influence, Not Just Their Title
A promotion isn’t the only way to grow. High achievers often want more influence and responsibility, even without a formal title change. Consider ways to stretch their skills and increase their impact within the company, such as:
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Special Projects: Involve them in cross-functional initiatives where they can showcase their expertise and expand their network.
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Mentoring Opportunities: Pair them with junior team members to help develop leadership skills without an official management role.
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Exposure to Leadership: Invite them to key meetings or strategic planning sessions to give them a seat at the table and boost their visibility.
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Thought Leadership: Encourage them to contribute to company-wide initiatives, such as presenting at meetings or writing internal blog posts.
This not only keeps them engaged but also prepares them for when that promotion opportunity does arise.
Step 3: Recognise and Reward (Beyond Just Money)
Let’s be real—everyone wants to feel appreciated. But recognition goes far beyond salary increases and titles. Public acknowledgment, meaningful praise, and visible appreciation can do wonders for engagement.
Some simple but impactful ways to show appreciation include:
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A heartfelt, specific thank-you in a team meeting.
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Nomination for company-wide awards or spot bonuses.
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Encouraging leadership to recognise their contributions directly.
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Offering professional development budgets for training or conferences.
Recognition isn’t just about a pat on the back—it’s about showing your team member that their work matters and contributes to the bigger picture.
Step 4: Offer Development, Not Just Work
Top performers don’t just want to work hard—they want to get better. If a promotion isn't in the cards right now, focus on their professional development instead.
Here’s how you can offer meaningful growth opportunities:
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Upskilling: Provide access to relevant courses, certifications, or learning platforms.
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Stretch Assignments: Give them challenging new tasks outside their comfort zone.
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Internal Mobility: Explore lateral moves within the company that could expand their skill set.
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Coaching & Mentorship: Connect them with senior leaders or external mentors who can provide guidance and inspiration.
Encouraging a culture of continuous learning shows that you’re invested in their long-term success, even if a formal promotion isn’t immediate.
Step 5: Be Transparent About the Future
If a promotion isn’t on the horizon right now, honesty is the best policy. Avoid vague promises or empty reassurances—your top performers are smart enough to see through that. Instead, set clear expectations about when growth opportunities might arise and what they can do in the meantime to prepare for them.
Try framing it as:
"While a promotion isn’t possible right now, here’s what we can focus on to ensure you’re in the best position when the opportunity opens up.”
When people feel they’re working toward something tangible, they’re more likely to stay motivated and engaged.
Step 6: Keep the Work Interesting and Purposeful
If a team member feels their work has become routine or lacks meaning, boredom can creep in quickly. Find ways to make their role more engaging by:
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Rotating responsibilities to give them variety.
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Assigning them to passion projects that align with their interests.
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Encouraging collaboration with different departments to broaden their experience.
People stay where they feel challenged and inspired—keep their work dynamic and meaningful to reignite their enthusiasm.
Step 7: Keep the Door Open for Candid Feedback
Finally, make sure your team member feels comfortable sharing their frustrations, goals, and aspirations with you regularly. If they feel like their concerns are being brushed aside or ignored, they’ll likely start looking elsewhere.
Regular check-ins where you actively listen (without defensiveness) can help you course-correct before it’s too late. And remember, engagement is a two-way street—ask them what they need, and be prepared to adjust accordingly.
Final Thought: Engagement Isn’t Just About Promotions
At the end of the day, the best way to retain your top performers is to make them feel valued, challenged, and invested in their growth. Promotions are great, but they aren’t the only way to keep someone engaged.
Focus on expanding their influence, recognising their contributions, and creating opportunities for meaningful growth. With the right approach, you can keep your star team member inspired and motivated—even without a title change.
And remember—engagement is an ongoing effort, not a one-time fix. Stay proactive, stay supportive, and most importantly, stay authentic.
You’ve got this!
