The Truth Behind Burnout in High Performers

Happy Sunday, Leaders!

There's a myth about high performers (that causes them to quit)

We often think of high performers as the backbone of our teams, who can handle any workload without breaking a sweat. 

But is that the case?

Most leaders don't realize that high performers will: 

1. Burnout
2. Suffer in silence.
3. Struggle to ask for help.
4. Feel pressure to be perfect workers.
5. Fake, as if everything is okay, but it's not.

It's easy to say, "Just speak up."

But here's why they don't:

• Fear of judgment.
• Reluctance to burden others.
• Pressure to deliver constantly.

One of the challenges high-performers face is communicating their burnout. 

They may perceive seeking help or delegating tasks as a sign of weakness or failure, causing them to suffer in silence. 

This lack of open communication can exacerbate their burnout and hinder team collaboration.

But the biggest reason. 

You never ask.

So today, ask a high performer.

• How are you?
• How can I help?
• What's stressing you?

If the answer is nothing.

Or I'm fine (all the time).

Then, you have to dig deeper.

Here’s what you need to know.

Studies have shown that high-performing individuals often experience burnout and reduced personal accomplishment. 

This means that despite their impressive achievements, they may still feel a sense of inadequacy or failure, leading to emotional exhaustion and disengagement.

High performers often have high standards for themselves and strive for perfection in everything they do. 

This constant pressure to excel can lead to burnout as they may feel like they're never good enough.

When they're overloaded with work for extended periods, their resilience can wear thin, making them susceptible to burnout symptoms like chronic stress, fatigue, and disillusionment. 

What can you do? 

Look at the workload and fight the urge to give the most work to your high-performers.

Despite their hard work and dedication, high performers may not always receive the recognition or appreciation they deserve. 

This lack of acknowledgment can contribute to feelings of burnout and dissatisfaction. 

You can fix that. How? 

Thank your people early and often.

Leaders must dispel the myth of invincibility surrounding high performers and acknowledge their vulnerability to burnout. 

Leaders need to recognize that even their top performers are susceptible to burnout. 

By understanding the reasons behind burnout in high performers, leaders can take proactive steps to prevent it and support their team members effectively.

That's all for this week.

Always wishing you the best,

Dr. Beckford

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.  Get answers to your questions in a 1:1 session.