As the United States continues to grapple with unacceptable education results, "a great teacher for every student" has risen to a national imperative. In response, many districts have increased retention efforts through teacher induction programs, professional development, mentoring, and other strategies. But education actually has lower turnover rates than most other professions. The real shortcoming has been the failure to retain more high performers--those teachers who continually achieve outstanding results with students. When high-performing teachers across the country leave classrooms each year, 750,000 children find themselves assigned to a less-effective teacher in each subsequent year. To retain high performers, organizations in other sectors use a variety of strategies. In this report, the authors examine the research and case studies outside education to reveal four key strategies to boost high-performer retention: (1) Pay with purpose; (2) Give high performers mountains to climb; (3) Design flexible and challenging work roles; and (4) Build lasting teams. These four strategies are the ones best supported by a robust research base that spans years and diverse organizational settings. Several other options also arose from the research, and these additional strategies show some success and promise for retaining top talent: (1) Enhance organizational prestige; (2) Train and mentor high performers; (3) Provide lifestyle perks; and (4) Open lines of communication between employees and company leaders. (Contains 3 figures and 107 notes.)