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How can you incentivize key employees to stay during a PM transition?

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If you are planning to sell, merge, or retire from your practice, you may be wondering how to keep your key employees motivated and loyal during the transition. After all, they are the ones who know your clients, systems, and processes best, and who can help you maintain the quality and continuity of your services. Losing them could jeopardize your reputation, revenue, and deal value. In this article, we will explore some strategies to incentivize your key employees to stay during a PM transition.

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José Péricles de Menezes Rodrigues Filho .

Delivery Manager|Head|Executive|Innovation Project Manager|PMO|Master AI|Comp Engineer|Strategy & Innovation|Industry…

1 Offer financial rewards

One of the most obvious and effective ways to incentivize your key employees to stay during a PM transition is to offer them financial rewards. This could include bonuses, profit-sharing, equity, or retention payments that are tied to specific performance or retention goals. For example, you could offer a bonus for meeting certain revenue or client satisfaction targets, or a retention payment for staying until the deal is closed or a certain period after. Financial rewards can help your key employees feel valued, appreciated, and compensated for their extra efforts and loyalty.

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José Péricles de Menezes Rodrigues Filho .

Delivery Manager|Head|Executive|Innovation Project Manager|PMO|Master AI|Comp Engineer|Strategy & Innovation|Industry 4.0|IT Manager|Risk|Change Manager|Design Thinking|PSM|Coaching|RPA|Digital Transformation|Agile|PMBOK
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In the job market, professional appreciation is very important, from public recognition to the professional's bonus for the performance that led to their success, to taking advantage of and retaining the employee, promotion and financial help are welcome.

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2 Provide career opportunities

Another way to incentivize your key employees to stay during a PM transition is to provide them with career opportunities. This could include training, mentoring, coaching, or promotion opportunities that can help them develop their skills, knowledge, and network. For example, you could offer them access to professional development courses, industry events, or certifications, or assign them to work on strategic projects or with senior leaders. Career opportunities can help your key employees feel engaged, challenged, and supported in their professional growth.

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José Péricles de Menezes Rodrigues Filho .

Delivery Manager|Head|Executive|Innovation Project Manager|PMO|Master AI|Comp Engineer|Strategy & Innovation|Industry 4.0|IT Manager|Risk|Change Manager|Design Thinking|PSM|Coaching|RPA|Digital Transformation|Agile|PMBOK
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Career opportunity is the most effective way for a professional to become interested in remaining at the company, extensive bonuses and the purpose of joint well-being for the worker's family. Always thinking about professional growth, the job market can better structure itself to maintain and hire a good team.

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3 Involve them in the transition

A third way to incentivize your key employees to stay during a PM transition is to involve them in the transition process. This could include soliciting their feedback, input, or ideas on the transition plan, the new vision, or the integration process. For example, you could ask them to participate in focus groups, surveys, or meetings, or to share their best practices, suggestions, or concerns. Involving them in the transition can help your key employees feel respected, heard, and empowered in the change.

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José Péricles de Menezes Rodrigues Filho .

Delivery Manager|Head|Executive|Innovation Project Manager|PMO|Master AI|Comp Engineer|Strategy & Innovation|Industry 4.0|IT Manager|Risk|Change Manager|Design Thinking|PSM|Coaching|RPA|Digital Transformation|Agile|PMBOK
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The participation of professionals on a scale above their skill can prepare them for the next step and show that what they work is important in the company. Decision-making and participation in more executive events are readily appreciated by the majority, as well as regular feedback and assisted mentoring.

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4 Communicate clearly and frequently

A fourth way to incentivize your key employees to stay during a PM transition is to communicate with them clearly and frequently. This could include providing them with timely, transparent, and consistent information on the transition goals, timeline, expectations, and outcomes. For example, you could update them on the progress, challenges, or achievements of the transition, or address any questions, rumors, or issues that may arise. Communicating clearly and frequently can help your key employees feel informed, reassured, and aligned with the transition.

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5 Recognize and appreciate them

A fifth way to incentivize your key employees to stay during a PM transition is to recognize and appreciate them for their contributions, achievements, and commitment. This could include expressing your gratitude, praise, or recognition verbally, in writing, or publicly. For example, you could thank them personally, send them a card or a gift, or acknowledge them in a newsletter or a meeting. Recognizing and appreciating them can help your key employees feel acknowledged, rewarded, and motivated during the transition.

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6 Create a positive culture

A sixth way to incentivize your key employees to stay during a PM transition is to create a positive culture that fosters trust, collaboration, and well-being. This could include promoting a culture of openness, honesty, respect, and feedback, or providing a culture of support, flexibility, and balance. For example, you could encourage them to share their opinions, thoughts, or feelings, or to seek or offer help, or to take care of their physical, mental, and emotional health. Creating a positive culture can help your key employees feel connected, valued, and happy during the transition.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you incentivize key employees to stay during a PM transition?

1

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3

4

5

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1 Offer financial rewards

2 Provide career opportunities

3 Involve them in the transition

4 Communicate clearly and frequently

5 Recognize and appreciate them

6 Create a positive culture

7 Here’s what else to consider

Practice Management

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How can you incentivize key employees to stay during a PM transition?

1

2

3

4

5

6

7

1 Offer financial rewards

2 Provide career opportunities

3 Involve them in the transition

4 Communicate clearly and frequently

5 Recognize and appreciate them

6 Create a positive culture

7 Here’s what else to consider

Practice Management

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