Executive retention refers to strategies that help employers retain key leaders and specialized talent through long-term incentives, benefits, and career structures. In financial services, tools include nonqualified deferred compensation, 162 bonus life insurance, split-dollar, restricted stock, phantom equity, and stay bonuses. The aim is to align rewards with performance and tenure, reduce turnover risk, and protect enterprise value. Effective retention programs quantify the cost of vacancy, identify pivotal roles, and coordinate tax, accounting, and liquidity planning to ensure promises are durable and competitively attractive.

Compensation committees blend NQDC, 162 bonus life insurance, split-dollar, and equity to retain key leaders. Advisors model vesting schedules and cash-flow impact, then pair policies to protect against premature death before benefits vest. Periodic benchmarking ensures the package remains competitive and supports succession planning for pivotal roles.