The existing literature often attests young growth companies as having severe deficits in managing their human resources. These deficits usually result from a focus on the diffusion of standard HR-instruments in small and medium-sized enterprises. But due to the fact that there are of course a lot of young growth companies with highly qualified employees, one may reasonably expect that those companies operate with other incentives than established ones. Based on the theory of organizational equilibrium we identify the key incentives persuading employees to stay with a young growth company and investigate to which extent the offered incentives affect a high level of commitment. Thus, this study focuses on retention management in young growth companies and aims at analyzing which incentives provided by such companies influence a high commitment to the company and, thus, influence employees to stay with young growth companies.