The national Accountemps poll included responses from 150 senior executives from human resources, finance and marketing departments with the nation's 1,000 largest companies.

Executives were asked, "How comfortable would you feel looking for a new job while still employed?" Thirty-eight percent said "very comfortable" and 37 percent said "somewhat comfortable." Twenty-one percent said "somewhat uncomfortable" and just 3 percent said "very uncomfortable."

"Top performers will always be in demand, and employers should make retaining key staff an ongoing priority," said Max Messmer, chairman of Accountemps. "The savviest companies never stop 're-recruiting' people once they've been hired. These organizations regularly sell top performers on their employment with the firm before they are tempted with an offer from a competitor."

Messmer emphasized that employers shouldn't rest on their laurels when it comes to keeping their best team members. "The loss of star talent can hinder a company's performance, and the current shortage of highly skilled professionals in many specialties makes replacing these individuals even more difficult."

Accountemps offers the following advice for maintaining an engaged workforce:

• Say thanks. Performance-based bonuses are a key way to reward exceptional work, but also remember to say "thank you" either in writing or in person for a job well done.
• Celebrate achievements. Honor employees' accomplishments in the presence of their peers. Recognizing staff can enhance morale while highlighting exemplary behavior.
• Provide growth opportunities. One of the most common reasons people leave a company is a lack of advancement opportunities. If you're not in a position to offer a key employee a promotion, assign projects that will expand the person's skill set and help the individual meet valuable contacts within the organization.
• Foster professional development. Help team members expand their knowledge by offering access to training opportunities or reimbursing them for fees associated with obtaining a professional certification.
• Ease the strain on overworked staff. Be responsive to signs that your employees are facing overload. Don't wait until they reach the breaking point to bring in additional temporary or full-time professionals as needed.