As the Medical Science Liaison job market continues to become more and more competitive, attrition rates continue to increase as a result. One of the most common questions I receive from MSL Directors and Medical Affairs leaders is, “What can we do to keep our MSLs loyal and motivated?” The simple and obvious answer is to treat your MSLs well, and they will stay. But that is easier said than done – everyone tries to treat people well. So what does it really take to retain a top performer? What key areas need to be focused on the most in order to truly influence attrition rates and statistics?

According to Brigette Hyacinth, best-selling author and International Speaker on Leadership, Management and Human Resources, “the most successful companies focus on people and relationships, and make sure both are not just managed, but lead and cared for. Employees are only as loyal to the company as they believe the company is loyal to them.” Ultimately, building a team of committed and loyal MSLs comes down to demonstrating that the company deserves their loyalty. “You need to provide a reason for your employees to be loyal,” Hyacinth says. “Employees want challenging work, recognition and respect, opportunities for advancement, professional growth and development, and a flexible work environment.”

Relationships with colleagues and managers can make or break job satisfaction, according to a 2018 Ajilon survey of 1,000 U.S. full-time workers. Over half of the respondents (53.6%) state that the top reason keeping them from quitting their job is the loyalty they feel to their team, boss, coworkers, or company. On the other hand, 32.5% of respondents would quit their job or start trying to find another job due to a bad manager or boss. "Loyalty is a big factor for why employees stay at a job," added David Alexander, President of Accounting Principals at Ajilon. "Workers who feel connected to their teams and company mission are more likely to be engaged and seek out growth opportunities, while those who feel they are suffering under inadequate managers are likely to look elsewhere. To that end, it's important for employers to place an emphasis on leadership development in today's candidate market. Implementing formal training programs is one way to shape strong leaders and ensure consistency throughout the company, helping retain crucial team members."

Let’s take a look at the top three reasons MSLs leave their current position, based on our most recent 2018 statistics polling over 450 MSL job seekers.

1.)   Uncertainty for the future and fear of change

2.)   Career development and advancement potential

3.)   Lack of leadership, management issues, culture and poor morale

When speaking with MSL job seekers, we see a clear pattern that the overwhelming majority want job stability, strong leadership in a positive environment, and the chance to improve their career. While it may be impossible for MSL Managers and Directors to have control over all of these factors, communication and open dialogue might just be the key to keeping MSLs loyal and motivated in their current role. Since MSLs are field-based and work more independently than corporate office employees, it is even more important to focus on consistent engagement, communication, direction and recognition, in order to ensure that they feel the right level of support and respect.

In simplest of terms, MSLs want to be:

•  Trusted and respected
• Mentored and challenged
•  Valued and appreciated
•  Engaged and informed
•  Trained and promoted

If these goals can be met by an engaged MSL Manager/Director in an employee-centric company, the likelihood of retention greatly improves. MSLs will respond to feelings of being valued by reciprocating personal and professional value to their respective team and company. MSLs will also remain loyal, as long as they feel there is upside potential and a bright, promising horizon for them at their current organization. When treated positively, employees put roots down for the long-term. When treated otherwise, they may decide to choose from a variety of other companies vying for their skills.