Retaining Employees

May 1, 2015

A. According to Myers Barnes, this question requires a multifaceted approach. This is what he has to say:

“First, employees will always stay and perform at their best when the environment is conducive to growth. The potential for growth is a huge motivational factor in a sea of career opportunity.

The most obvious part of that is financial growth, being properly incentivized to reward outstanding employee performance, such as jiggering a salespersons commission for exceeding a goal. If the goal is 3 sales per month for a community, yet a sales pro has the desire and ability to make a fourth sale, consider an additional percentage made retroactive on all four sales.

Aside from the tangible reward of financial growth, great employees want to improve their skills and broaden their knowledge. Researchers for the Harvard Business Review have identified and described expressively the motivational power of progress. Progress can best be described as making personal and professional headway on a day-to-day basis.

It is almost impossible to want to leave a position when you are growing…. personally, professionally, and financially. I cannot tell you the number of interviews I have conducted where the reason the person is leaving a job is that they feel they have plateaued.

Some growth opportunities will cost the company; some intangible growth opportunities have zero cost. Nonetheless, if there is no opportunity to grow, there is no reason to stay. Growth opportunities offer value to an employee…. and to management.

In her new column on, home builder marketing consultant Mollie Elkman will gather advice from the experts to answer your questions on a variety of home building topics. Got a question? Send it to Mollie at