How to retain great leaders in a self-managed business

You’ve built the team. Delegated key functions. You're stepping out of the day-to-day.

Welcome to Level V.

But here’s the catch:

As your business becomes self-managed, it gets easier to lose your best people.

Retention isn't just about salary. It’s about clarity, ownership, and purpose.

Let’s break it down.

Start with compensation (but don’t stop there)

First, your top talent needs to be paid at the top end of the market. Period.

But that only works if it's paired with two things:

• A crystal-clear accountability system (what "good" looks like)

• A simple training structure (max 7 core competencies per role)

Clarity reduces friction, builds structure, and gives people confidence.

We’re big believers in Pareto's Principle: 20% of what your team does drives 80% of results. The key is knowing what that 20% actually is.

So ditch the 40-item scorecards. Stick to what matters. When your team hits those key targets consistently, you can afford to reward them like top performers.

Tie performance to ownership (with the right structure)

Want to retain true A-players?

Don't just give them bonuses.

Give them upside.

We recommend performance-based stock options tied to company growth and profitability.

This is more than just incentives. It's identity. High performers want to own something.

And when your top people have skin in the game, they don’t leave. They lead.

"Show me the incentives, and I’ll show you the outcome." — Charlie Munger

Give every role a path forward

Top talent doesn't just want more money.

They want to know where they're going.

That means a clear professional development plan:

• Apprentices become foremen

• Coordinators grow into managers

• Everyone can see what's next

If you want the framework we use, 📩 email us and we’ll send it over (or add a download link in your funnel).

Lead like a Level 4 or 5

Remember Maxwell’s levels of leadership?

Your team follows you because of:

1. Your title

2. Your expertise

3. What you’ve done for the company

4. What you’ve done for them

5. The vision you’re building beyond yourself

When they see that you're still investing in their growth… they stick around.

Protect their time (and your culture)

This one’s simple:

• Don’t message on weekends

• If you do, start with: "Please don’t check this until Monday"

• Show them you value their personal lives

Also: protect the culture.

That means cutting loose top performers who aren’t core values fits. When you do that, your team knows this company is worth growing with.

Be transparent about the future

Quarterly State of the Company talks (SOC Talks) are essential.

That’s where you:

• Share financial wins and challenges

• Reveal where money is going

• Talk openly about goals, growth, and stability

If your team sees a future with you, they won’t go looking for one without you.

📩 Want our SOC Talk template? Just reply ‘SOC’ and we’ll send it over.

Want to keep your top talent for the long haul?

We’ll help you:

• Build performance-based compensation structures

• Implement professional development plans that scale

• Strengthen retention with transparency, incentives, and trust

👉 Learn more about Highspire Coaching

👉 Book a call to get started

Forward always,

Highspire