{"id":375,"date":"2014-08-26T00:22:30","date_gmt":"2014-08-26T04:22:30","guid":{"rendered":"http:\/\/www.managementcenter.org\/?post_type=article&p=375"},"modified":"2025-08-28T18:52:19","modified_gmt":"2025-08-28T18:52:19","slug":"develop-retain-high-performers","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/","title":{"rendered":"Five Ways to Retain High-Performing Staff"},"content":{"rendered":"\n

A reader asks:<\/p>\n\n\n\n

\u201cOne of my top performers recently quit, and it made me realize that most of my staff development energies end up going to staff members who are struggling. What should I be doing for my high-performing staff who are self-sufficient and thus don\u2019t generally get as much attention from me?\u201d<\/em><\/p>\n\n\n\n

First, kudos to you for thinking about this. Retention is an ongoing effort\u2014and one of your most important jobs as a manager. It\u2019s a crucial part of relationship-building<\/a>.<\/p>\n\n\n\n

Yet, when a staff member is meeting or exceeding expectations, it\u2019s easy (and sometimes necessary) to divert your energy toward the four-alarm fire blazing in another area, or even just onboarding your new hires. All too often, this means managers miss opportunities to develop and retain staff who are getting results and contributing to a thriving organizational culture.<\/p>\n\n\n\n

Staff development isn\u2019t just about guidance and coaching on the work, it\u2019s also about a holistic view of the road ahead. This means proactive conversations about your staff member\u2019s goals, work, and ambitions\u2014even when things are going well.<\/p>\n\n\n\n

Here are five key things you can do to boost retention for each member of your team.<\/p>\n\n\n\n

(Note: This article is focused on retaining high-performing staff, but these strategies can also be used to support staff who aren\u2019t quite meeting expectations.)<\/p>\n\n\n\n

Learn how to activate your team\u2019s full potential <\/strong>by enrolling in our <\/em>Ace Performance Management<\/a> training package! Gain the confidence and strategies you need to develop your team\u2019s skills, distinguish growth areas from performance problems, give better feedback, and create great team culture. Grab your spot today!<\/em><\/p>\n\n\n\n

1. Plan for continuous learning and growth.<\/h3>\n\n\n\n

Your goal is to make sure your staff member doesn\u2019t need to seek growth somewhere else. Find out what skills they are motivated to expand, what they love about their role, and what new things they want to try. Talk explicitly about the staff member\u2019s trajectory at the organization, and work with them to set stretch goals. Make time for next level training or add new responsibilities if that\u2019s the best way to support their growth.<\/p>\n\n\n\n

Of course, not everyone is excited about increased responsibilities and you don\u2019t want to push something that feels like a burden. Always ask if you\u2019re not sure, and be mindful of your positional power. Make sure the staff member knows it\u2019s OK to say no or to propose their own professional development opportunities.<\/p>\n\n\n\n

2. Invest in the longer-term picture for the role.<\/h3>\n\n\n\n

Talk with your staff member about the way this year\u2019s goals tie into long-term plans and invite strategic thinking. Help them see their impact toward the bigger picture (for the organization, the field, or the system). For instance, you might say to your youth and families director, \u201cI\u2019m excited about your work to boost TK-K enrollment because it\u2019s critical to demonstrating the need for universal early childhood education. Your investment in family engagement is going to ensure parents are organized to talk one-on-one with legislators in the coming session.\u201d<\/p>\n\n\n\n

3. Show appreciation.<\/h3>\n\n\n\n

Sometimes staff leave because they don\u2019t feel recognized or valued. Make sure your staff members know how much you appreciate their contributions and effort. Be explicit about their impact and specific in your praise<\/a>. Give concrete examples of how<\/em> and why<\/em> something was great. For example, \u201cI know managing our social media is just 20% of your role, but it\u2019s a much bigger part of your impact. I just heard from our CTO that your effort more than doubled applications from our target audience. We\u2019re so lucky to have you.\u201d This isn\u2019t just about big gestures during the performance evaluation period; retention is built on cumulative small moments throughout the year.<\/p>\n\n\n\n

4. Use \u201cstay interviews\u201d<\/a> and develop retention plans.<\/h3>\n\n\n\n

Instead of worrying about whether a staff member is happy or planning to stay long-term, you can ask directly: \u201cYou\u2019re crucial to our work. How can we make sure that you stay for the next two years?\u201d or \u201cYou are truly an asset to our team, and I wonder about your future plans. What can I do to support your growth with us?\u201d You might do this over coffee or lunch, or discuss trajectory as part of the performance evaluation. And even if you don\u2019t get a clear commitment, having an explicit discussion can make a big impression and invite dialogue that gives both you and the staff member a chance to talk about aspirations.<\/p>\n\n\n\n

Keep in mind:<\/strong> When organizations grow and change, some people do leave\u2014and that\u2019s healthy. Sometimes, especially after particularly rough years, leadership mistakes, or major transitions, staff leave. They might be burnt out, embittered, or maybe they simply don\u2019t agree with the organization\u2019s new direction or the path to get there. They might just be ready for something new. When staff share their desire to leave, expressing how much you value their contributions and that you\u2019d love to find a way to keep them (if it\u2019s the truth!) is fair. However, persuading someone to stay against their own interests rarely results in long-term retention or a staff member whose drive is reignited. Many leaders make the mistake of persuading a staff member to stick it out \u201cjust one more school year\/campaign cycle\/funding cycle\u201d by appealing to the mission of the organization or their relationships with members, students, and colleagues. More often than not, this strategy delays the inevitable and creates undue pressure on the staff member (especially BIPOC staff members or more junior staff members) to sacrifice their own interests and well-being for the sake of the organization.<\/p>\n\n\n\n

5. Make it worth it.<\/h3>\n\n\n\n

Make your organization a stellar place to work. Start with pay (if you have the authority), but don\u2019t stop there. Look at your compensation policies and see what you can offer (pause and do a bias check to ensure you evaluate all your promotion and compensation decisions with an equity lens). Beyond raises, consider the employee benefits, professional development funds, and other benefits your organization offers.<\/p>\n\n\n\n

For middle managers whose sphere of control might be limited when it comes to compensation, it\u2019s the intangible benefits of working at your organization that you\u2019ll need to invest in. Those include the culture, team work, sense of belonging, and sense of purpose that comes from getting lasting results. Find out what motivates your staff members to stay\u2014and build on it.<\/p>\n\n\n\n

In the end, you might not be able to keep every staff member forever, even if you want to. But you can cheer them as they soar to new heights and keep the door open should they ever choose to return. Be thoughtful and strategic about the relationship\u2014every step of the way.<\/p>\n","protected":false},"excerpt":{"rendered":"

Retention is a key part of staff development that managers often overlook. Here are five things you can do to boost retention.<\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[41],"collection":[],"class_list":["post-375","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-investing-in-people"],"acf":[],"yoast_head":"\nFive Ways to Retain High-Performing Staff - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Five Ways to Retain High-Performing Staff - The Management Center\" \/>\n<meta property=\"og:description\" content=\"Retention is a key part of staff development that managers often overlook. Here are five things you can do to boost retention.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/\" \/>\n<meta property=\"og:site_name\" content=\"The Management Center\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/the-management-center\/\" \/>\n<meta property=\"article:modified_time\" content=\"2025-08-28T18:52:19+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\" \/>\n\t<meta property=\"og:image:width\" content=\"1\" \/>\n\t<meta property=\"og:image:height\" content=\"1\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@managementctr\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/\"},\"author\":{\"name\":\"The Management Center\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395\"},\"headline\":\"Five Ways to Retain High-Performing Staff\",\"datePublished\":\"2014-08-26T04:22:30+00:00\",\"dateModified\":\"2025-08-28T18:52:19+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/\"},\"wordCount\":1146,\"publisher\":{\"@id\":\"https:\/\/www.managementcenter.org\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/\",\"url\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/\",\"name\":\"Five Ways to Retain High-Performing Staff - The Management Center\",\"isPartOf\":{\"@id\":\"https:\/\/www.managementcenter.org\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"datePublished\":\"2014-08-26T04:22:30+00:00\",\"dateModified\":\"2025-08-28T18:52:19+00:00\",\"breadcrumb\":{\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage\",\"url\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"contentUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg\",\"caption\":\"Article icon of an open publication.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.managementcenter.org\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Resources\",\"item\":\"https:\/\/www.managementcenter.org\/resources\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Five Ways to Retain High-Performing Staff\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.managementcenter.org\/#website\",\"url\":\"https:\/\/www.managementcenter.org\/\",\"name\":\"The Management Center\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/www.managementcenter.org\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.managementcenter.org\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/www.managementcenter.org\/#organization\",\"name\":\"The Management Center\",\"url\":\"https:\/\/www.managementcenter.org\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg\",\"contentUrl\":\"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg\",\"width\":325,\"height\":40,\"caption\":\"The Management Center\"},\"image\":{\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.linkedin.com\/company\/the-management-center\/\",\"https:\/\/x.com\/managementctr\",\"https:\/\/www.instagram.com\/themanagementcenter\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395\",\"name\":\"The Management Center\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.managementcenter.org\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g\",\"caption\":\"The Management Center\"},\"description\":\"The Management Center is a 501c3 organization that helps leaders working for social change build equitable, sustainable, and results-driven organizations via trainings coaching, and online resources and tools.\",\"sameAs\":[\"https:\/\/www.instagram.com\/themanagementcenter\/\",\"https:\/\/www.linkedin.com\/company\/the-management-center\/\"],\"url\":\"https:\/\/www.managementcenter.org\/author\/tmc_staff\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Five Ways to Retain High-Performing Staff - The Management Center","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/","og_locale":"en_US","og_type":"article","og_title":"Five Ways to Retain High-Performing Staff - The Management Center","og_description":"Retention is a key part of staff development that managers often overlook. Here are five things you can do to boost retention.","og_url":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/","og_site_name":"The Management Center","article_publisher":"https:\/\/www.linkedin.com\/company\/the-management-center\/","article_modified_time":"2025-08-28T18:52:19+00:00","og_image":[{"url":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","width":1,"height":1,"type":"image\/png"}],"twitter_card":"summary_large_image","twitter_site":"@managementctr","twitter_misc":{"Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#article","isPartOf":{"@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/"},"author":{"name":"The Management Center","@id":"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395"},"headline":"Five Ways to Retain High-Performing Staff","datePublished":"2014-08-26T04:22:30+00:00","dateModified":"2025-08-28T18:52:19+00:00","mainEntityOfPage":{"@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/"},"wordCount":1146,"publisher":{"@id":"https:\/\/www.managementcenter.org\/#organization"},"image":{"@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage"},"thumbnailUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/","url":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/","name":"Five Ways to Retain High-Performing Staff - The Management Center","isPartOf":{"@id":"https:\/\/www.managementcenter.org\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage"},"image":{"@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage"},"thumbnailUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","datePublished":"2014-08-26T04:22:30+00:00","dateModified":"2025-08-28T18:52:19+00:00","breadcrumb":{"@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#primaryimage","url":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","contentUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/not-indexed\/2022\/TMC-Resource-Types-05_article.svg","caption":"Article icon of an open publication."},{"@type":"BreadcrumbList","@id":"https:\/\/www.managementcenter.org\/resources\/develop-retain-high-performers\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.managementcenter.org\/"},{"@type":"ListItem","position":2,"name":"Resources","item":"https:\/\/www.managementcenter.org\/resources\/"},{"@type":"ListItem","position":3,"name":"Five Ways to Retain High-Performing Staff"}]},{"@type":"WebSite","@id":"https:\/\/www.managementcenter.org\/#website","url":"https:\/\/www.managementcenter.org\/","name":"The Management Center","description":"","publisher":{"@id":"https:\/\/www.managementcenter.org\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.managementcenter.org\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.managementcenter.org\/#organization","name":"The Management Center","url":"https:\/\/www.managementcenter.org\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/","url":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg","contentUrl":"https:\/\/www.managementcenter.org\/wp-content\/uploads\/2022\/11\/TMC_logo_primary.svg","width":325,"height":40,"caption":"The Management Center"},"image":{"@id":"https:\/\/www.managementcenter.org\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.linkedin.com\/company\/the-management-center\/","https:\/\/x.com\/managementctr","https:\/\/www.instagram.com\/themanagementcenter\/"]},{"@type":"Person","@id":"https:\/\/www.managementcenter.org\/#\/schema\/person\/b39997ba6729b4aa67d429c2e2351395","name":"The Management Center","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.managementcenter.org\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/606b7b79ce9cf02e9833bc50facfde30e91717cff8d97c1c41693354f10f4507?s=96&d=mm&r=g","caption":"The Management Center"},"description":"The Management Center is a 501c3 organization that helps leaders working for social change build equitable, sustainable, and results-driven organizations via trainings coaching, and online resources and tools.","sameAs":["https:\/\/www.instagram.com\/themanagementcenter\/","https:\/\/www.linkedin.com\/company\/the-management-center\/"],"url":"https:\/\/www.managementcenter.org\/author\/tmc_staff\/"}]}},"_links":{"self":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources\/375","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/types\/resources"}],"author":[{"embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/users\/14"}],"version-history":[{"count":1,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources\/375\/revisions"}],"predecessor-version":[{"id":14970,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resources\/375\/revisions\/14970"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/media\/10397"}],"wp:attachment":[{"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/media?parent=375"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/tags?post=375"},{"taxonomy":"resource_types","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/resource_types?post=375"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/topic?post=375"},{"taxonomy":"collection","embeddable":true,"href":"https:\/\/www.managementcenter.org\/wp-json\/wp\/v2\/collection?post=375"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}