Top performers.   Every company has them. They’re the ones who bill more, go the extra mile for the company to succeed, demonstrate great behaviours and values.   It would be best to keep them achieving and hitting the company goals.

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But they might not be performing the way they used to? 

How would you recognise if they are unhappy or looking elsewhere?

Are your companies’ top performers showing any of these signs? It might be time to take note and investigate.

Lost the meaning of work

It’s clear the top performers are an asset to the company, but if they can’t understand how they contribute, this can be an issue and could cause them to lose meaning in their work.

Low Productivity

Employees should understand their position in the company but sometimes don’t fully get it. It may be best to conduct one-on-one meetings and discuss their role, praise their work, and let them know they are contributing to its success.

Making your high performers feel valued as an employee and their work is paying off shows them you care and appreciate them.

Otherwise, if you don’t quickly, they may find somewhere else.

Low engagement and productivity

Are you noticing there not participating in meetings/ discussions anymore? It could be a sign that they are thinking of leaving, certainly, it is not a good sign. 

When an employee stop’s sharing their suggestions and observations and appear to no longer have the will to engage with your business, other than the obligatory tasks.  It should be a warning sign.  Engagement is an essential factor for retaining employees.

Low Productivity

Again communication is critical.  Arrange to talk to them,  have a two-way conversation, ask questions, actively listen and seek solutions together.  In many instances, top performers will be able to identify what the solution is but may need your support to execute, provide that. 

Visible Stress


We all get stressed at work, but when your high performers are constantly stressed, this could become a problem and become the reason for their departure. 

The sad reality is that burnout happens because no one does anything to improve the employee’s wellbeing, and it goes unnoticed.

As a Leader, you should be taking steps to avoid your employees getting stressed.  Look for the signs –  working extra hours too often, not engaging with the team, stressed body language, silence, emotional outbursts and higher levels of absence are all signs that someone is struggling. 


This is something that needs to be dealt with quickly and sensitively.  Firstly talk.  Ask questions and listen – what are you hearing and sensing from the person?  Then get engaged in supporting them, sometimes just a chat is enough, other times taking the pressure off in terms of volumes or difficulty of tasks. 

Make sure they understand that you are there to help, that asking for help is not a sign of weakness but a sign of strength. 

 If your employees are constantly overworked, it may be a good idea to bring in another team member to support them; otherwise, at best, they may quit or at worse become really ill.



Always be on the lookout for your top performers dipping in work satisfaction. Look out for the warning signs to help prevent losing your star employees.

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