You’re chair of the compensation committee for the most recent successful initial public offering (IPO). Pre-IPO shareholders and employees are sitting on large unrealized gains. Your visionary leaders, the team that carries the company’s DNA, have just realized wealth beyond all expectations. That’s great!

But now you have a problem: with less financial incentive—plus the added visibility, accountability, and responsibility of a public company—leaders might begin looking for new challenges elsewhere post-IPO.

How does the board keep the magic alive as the company matures? How does the organization keep talent engaged when financial incentives become less effective? How do you keep competitors—whether established or upstarts—from coming for your now-proven talent?

The principle is simple, yet nuanced in practice: Retaining and engaging critical talent is equally important before and after a public listing. It’s just that the forces at play are different.

Here are five “levers” that can facilitate continued engagement and promote retention after public company liftoff:

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