You could also do a small raise at closing (which may keep people around longer-term than one payout might). I’m also thinking about light-weight benefits we can use as retention mechanisms. For instance our company has unlimited PTO and many that we have looked at acquiring do not. This or other things like access to training, participation in ERGs or sending company swag might be small, low-cost ways for key employees to feel included. I also like the suggestion in the training of having them take on small integration projects to stay engaged and valued.
