High Performers Need Love Too!

There's a common misunderstanding about top performers (and it's making them want to leave)

This week, you'll learn how to retain your best people using a simple framework.

You all have them.

The dream worker. 

The one who gets stuff done on time and with excellence.

But most leaders don't see that top performers often:

1. Hit a wall.
2. Keep their struggles to themselves.
3. Find it hard to reach out for support.
4. Are under pressure to always be on top of their game.
5. Act like everything is alright, even when it's far from it.

It's easy to say they can ask for help.

Saying, "Just talk about it," sounds simple enough.

But here's the thing—they don't, and here's why:

• They're scared of being judged.
• They're expected to always be on the ball.
• They don't want to make others feel overwhelmed.

But the main reason?

You don't ask.

And I know it's not intentional.

You assume they're good.

Instead, you pile on "just one more task."

So, take a moment today to check in with a top performer.

•  Ask them, "How's everything going?"
• Find out, "What's weighing on you?"
• Offer a hand with, "What can I do to support you?"

If they say nothing.

Or insist they're always fine.

It's a sign you need to look a little closer.

But how do you do that?

Follow a three-step framework that encourages open communication, trust-building, and proactive support. 

I call it PEP.

P - Probe Gently.

How: Encourage open, honest communication by asking gentle, probing questions about their work and well-being. Ensure they feel comfortable and safe to share.

E - Empathy.

Active Listening: Show genuine interest and empathy in their responses. Listen more than you speak to grasp their perspective fully. Acknowledge their emotions, showing that their feelings are understood and valid.

P - Provide Support

Based on the conversation, offer specific support directly addressing their concerns or challenges.  Regularly check in to adapt the support as needed and to show your ongoing commitment to their success and well-being.

This is an easy way to ensure your high performers don’t burn out.

P.S. Whenever you’re ready to build a burnout-free culture. Here are two ways I can help you:

1. Boost your team’s profitability and well-being through a customized 1:1 presentation.
2. Increase staff engagement through a 1:1 session.