Initially, by paying them properly and respecting the work that they do. Down the track, still figuring it out but probably some kind of employee stock program combined with a mini-startup-incubator system for when employees come up with new product ideas and want more independence.

But simply not telling employees who've saved my bacon multiple times that they're expected to take a significant pay cut while working unlimited uncompensated overtime with unlimited uncompensated travel would be a good start. (The guy who took the devil's bargain I turned down worked 400 hours overtime in the first four months, I absolutely made the right choice.)