Why Your Best Talent Might Be Standing at the Edge: What My Son's Adventure Taught Me About Keeping Top Performers

Standing on the rim of the Grand Canyon with my teenage son, watching him playfully gesture at a "No Jumping Off Cliffs" sign. As a compensation expert who's spent decades helping companies retain their best talent, I couldn't help but see a metaphor for today's workforce challenges.

You see, just as the Grand Canyon offers both danger and breathtaking opportunity, the modern workplace presents its own set of cliffs and peaks. The key to keeping employees from metaphorically "jumping ship" lies in mastering both intrinsic and extrinsic motivation.

Think of extrinsic rewards as the essential hiking gear – competitive pay, health benefits, and bonuses. They're necessary for the journey, but they alone won't make the trek memorable. It's the intrinsic elements – like watching my son discover his own path down the canyon – that create lasting engagement. These are the moments of autonomy, mastery, and purpose that transform a job into a calling.

Successful leaders, like experienced trail guides, know how to balance both. They ensure their compensation packages are competitive (the right gear) while creating opportunities for personal growth, skill development, and meaningful contribution (the adventure itself).

As we descended deeper into the canyon, I reflected on how the best retention strategies mirror this balance. It's not just about preventing people from leaving – it's about making the journey so engaging they wouldn't dream of taking another path.

Whether you're navigating the Grand Canyon or leading a team, the principle remains the same: combine the right tools with meaningful experiences, and watch your people soar (metaphorically, of course – we did obey that sign!).

Take Action: Start with Small Wins

To build a high-performing and engaged workforce, today’s managers and rewards professionals must craft a balanced approach that addresses both intrinsic and extrinsic motivators. Employees need more than a paycheck—they seek purpose, growth, and a workplace that values their contributions and personal well-being. By integrating opportunities for skill-building, recognition, and meaningful work into their rewards strategy, leaders can fuel the internal motivation that drives sustained engagement and innovation.

Now is the time to take meaningful steps to ignite your team’s motivation. Start by evaluating your current rewards framework. Are there opportunities to add or enhance intrinsic motivators, such as peer recognition programs or growth-focused projects? At the same time, ensure extrinsic rewards, such as competitive compensation and transparent career advancement, are in place to provide security and fairness.

As you make these changes, consider adopting small but impactful practices: for instance, set up regular feedback loops, celebrate achievements, and clarify the purpose behind tasks and projects. By listening to what truly drives your employees and responding with a holistic rewards approach, you can transform their motivation from mere compliance to true engagement.

Let’s keep the conversation going—how will you start enhancing both intrinsic and extrinsic rewards in your organization?