Como reter os melhores talentos e, ao mesmo tempo, crescer rapidamente?

As organizations grow rapidly, retaining top talent becomes one of the most pressing challenges. Scaling up introduces complexities that require innovative approaches to meet employee expectations and maintain operational stability. While financial incentives remain important, long-term retention depends on factors such as purpose, well-being, and alignment with organizational values. Leadership plays a crucial role in fostering an environment where employees feel valued, engaged, and motivated to contribute to the company’s success.

Why retention matters in a scaling organization

Retention is not just about preventing employee turnover; it is about building a resilient organization capable of sustaining growth. High attrition disrupts workflows, increases recruitment costs, and damages morale. Moreover, losing key employees can result in a loss of institutional knowledge and weaken the organization’s ability to innovate.

Philippe Gilet, CTO and Co-Founder at Alédia (µ-display), emphasizes, “True talent stays if they believe in the mission and receive fair compensation, but long-term retention requires much more than pay.” Anika Grant, Advisor in Workforce Transformation (former Chief People Officer at Ubisoft, Senior HR Director at Uber, and Global HR director at Dyson), further elaborates, “When you’re focused solely on growth, you can lose sight of business practices and the well-being of your people, which directly impacts retention.”

Additionally, a clear connection between an employee’s role and the company’s mission is critical. Employees who see their impact on the organization’s broader goals are more likely to remain engaged. “Retention is fundamentally linked to purpose,” notes Aarthi Scott, Managing Director, Large Customer Sales for UK and Ireland at Google, “Employees need to feel their work contributes to something greater.” Organizations with high retention rates are often those that invest in aligning individual roles with the company’s overarching vision.

Research also highlights the financial implications of poor retention. According to studies, replacing an employee can cost up to twice their annual salary. This makes retention a strategic priority not only for employee well-being but also for cost management and operational stability.

Challenges of retention during rapid growth

One of the biggest challenges in retaining employees during periods of rapid growth is the misalignment between individual aspirations and organizational goals. As roles evolve and priorities shift, employees may struggle to find their place within the changing structure. Virginie Hello, Chief Operating Officer at Rainmaking APAC, points out, “You need to identify signals of disconnection between someone’s motivation and where the company is headed to start considering necessary changes.”

Additionally, the pressure to deliver results can lead to burnout, especially among high performers. Aarthi remarks, “Moments of significant change test not only individuals but also the team dynamics, highlighting the need for adaptability.” Rapid scaling often creates situations where employees are asked to take on responsibilities beyond their experience, resulting in stress and reduced engagement. Anika adds, “In hyper growth environments, people can find themselves managing large teams without the preparation or training needed, creating frustration for both them and their teams.”

Retention challenges also arise from insufficient investment in leadership and communication during transitions. Poorly communicated changes or a lack of transparency can lead to confusion and mistrust. Jean-Christophe Simon, Group R&D Director and Member of Executive Committee at Thuasne notes, “Employees need clarity about their role in the organization’s journey, especially during periods of significant change.”

Effective retention strategies

To retain top talent in a high-growth environment, organizations need to implement strategies that go beyond conventional methods. These include:

• Building trust through transparent communication: Regular feedback loops ensure employees feel heard and valued. Open communication fosters trust and reduces the uncertainty that often accompanies rapid changes.
• Fostering a sense of purpose: Employees are more likely to stay engaged when they understand how their work contributes to the organization’s mission. “Cultural alignment starts with leaders modeling the behaviors they want to see across the organization,” Aarthi explains.
• Prioritizing company culture: Company culture plays a vital role in retention, especially during scaling. Anika highlights, “When you’re growing quickly, particularly across countries, cultural norms that make sense to you might be misunderstood elsewhere. You need to be deliberate about defining behaviors that underpin your culture.” Organizations like Uber achieved high talent density by focusing on cultural fit during hiring, ensuring new employees shared the company’s values.
• Providing tailored growth opportunities: Matching employees with roles that align with their aspirations and strengths is critical. Olivier Prestel, interim CEO (former VP at IDEMIA, MD at Thales and Export Director at Airbus) advises, “Position people in missions that resonate with them to maintain their engagement.” Growth opportunities should be flexible enough to adapt to individual needs.
• Recognizing and rewarding contributions: Recognition goes beyond monetary incentives. Publicly acknowledging achievements, offering career development pathways, and creating an environment of appreciation can foster loyalty and commitment.
• Ensuring well-being and work-life balance: Anika highlights, “In hyper growth environments, you must invest in well-being programs to counteract the risks of burnout and disengagement.” Initiatives such as flexible working arrangements and mental health support signal that the organization values its employees beyond their output.

Retention is not merely an HR initiative but a cornerstone of sustainable growth. By addressing challenges such as misalignment and burnout while implementing proactive strategies, organizations can build a stable and motivated workforce. A deliberate focus on company culture, purpose, and employee well-being ensures that top talent remains engaged and committed, driving the organization toward long-term success. 

As companies invest in retaining their workforce, they lay the groundwork for evaluating the leadership potential needed to sustain and scale their operations effectively—a topic we will explore in the next article.

Meet the experts:

These articles feature insights from six industry leaders with deep expertise in leadership, organizational strategy, innovation, and talent management. Their experiences across various industries—from tech giants to private equity, venture building, and deep-tech—bring valuable perspectives on scaling organizations, building high-performance teams, and navigating leadership challenges.

The insights shared in this article reflect the personal experiences and perspectives of the contributors. They do not represent the official stance of any company or organization.

Philippe Gilet – CTO and Leadership Development Expert

Philippe Gilet is a technology leader and manager coach with deep expertise in strategic leadership assessment, team development, and corporate innovation. As CTO & co-founder of Aledia, he has led groundbreaking R&D initiatives. His work focuses on identifying and developing leadership potential, guiding Managers in scaling organizations, and ensuring strategic alignment.

Anika Grant – CHRO and Strategic HR Advisor

Anika Grant is a global HR leader and transformation expert with over 25 years of experience. She has led major organizational and cultural change initiatives at Uber, Dyson, and Ubisoft, where she was Chief People Officer. Anika specializes in leadership development, workforce transformation, and cultural evolution in high-growth environments. Now, she advises companies on HR strategy, talent retention, and leadership alignment.

Aarthi Scott – Growth, Innovation, and Business Transformation Leader

Aarthi Scott is an executive leader in business transformation, customer success, and strategic planning. Currently Managing Director at Google, she has built a career focused on cross-functional leadership, large-scale business growth, and executive alignment. Her expertise spans customer-centric innovation, operational leadership, and leadership development in global organizations.

Virginie Hello – COO and Venture Builder

Virginie Hello is an entrepreneurial leader specializing in venture building, leadership strategy, and business transformation. As COO of Rainmaking APAC, she has led corporate innovation initiatives and helped scale startups internationally. Her expertise includes talent management, leadership team structuring, and cultural transformation in high-growth environments.

Jean-Christophe Simon – Executive Leadership and Innovation Strategist

Jean-Christophe Simon is a seasoned executive and innovation strategist with a career spanning multinational corporations, venture capital, and deep-tech startups. He has held C-suite and board roles in M&A, R&D, and corporate strategy, including at Groupe SEB, Nikon, and Essilor. He now advises businesses on leadership alignment, innovation, and scaling high-performance teams.

Olivier Prestel – CEO and Change Management Specialist

Olivier Prestel is a seasoned CEO and transformation expert with a strong international background, having lived and worked across Europe, Asia, and the US. He has led multicultural, cross-border teams and managed international companies navigating complex market transitions. His expertise lies in change management, organizational resilience, and leadership team development, helping businesses scale efficiently while maintaining agility in dynamic global environments.