Top Talent Burning Out? 5 Signs You Can’t Miss

Happy Sunday, Leaders!

Are you giving too much to your high-performers?

Have your best people been leaving for "better opportunities"?

It’s a common scenario.

They say they found a job closer to home or got an offer they couldn't refuse. 

And of course, they loved their roles and weren't looking.

You need to ask that question if it keeps happening.

But what if there's more to the story?

Let's hope that that you're not losing your best talent because they're overworked.

Here are five critical signs that your high-performers might be burning out—and how you can check:

1. Declining Enthusiasm

Remember when they used to be the first to volunteer for new projects? 

They were saying “yes” before you finished the sentence.

If their excitement has waned, they might be overwhelmed. 

If your go-to person is hesitating or declining new tasks, it’s a sign they’re at their limit. 

Respect their boundaries and reassess their workload to ensure it's manageable.

What can you do? 

• Check in with them and spread the work around.
• Provide opportunities for them to pursue projects they are passionate about to reignite their enthusiasm.

2. Increased Sick Days

Are your top performers taking more sick days? 

This could be their way of escaping a stressful environment. 

Monitor their attendance patterns and if you notice something say something.

Don't ask why them they’re not at work. Instead, approach it carefully. Ask "Is everything ok?"

Then listen to what they say and what they don’t say.

3. Mistakes

High-performers usually have an eye for detail. 

A sudden increase in mistakes can signal burnout. 

Stress affects concentration and decision-making. 

Review their recent work and offer support rather than criticism.

Sure, offer feedback but piling it on won’t help them if they’re in a fragile state.

4. Withdrawal

Have they become less communicative or engaged in team meetings?

Withdrawal can be a coping mechanism for stress. 

Create a safe space for them to share their feelings without fear of judgment.

Use your 1:1s to go deeper.

5. They're always available.

High-performers are always online, responding to emails and messages, even during off-hours. 

They rarely disconnect from work, indicating a blurred boundary between work and personal life.

Encourage high-performers to set clear boundaries around their availability. 

Define specific working hours and encourage them to communicate when they will be unavailable.

Also avoid sending messages outside of those hours. It’s important to respect their boundaries.

When high-performers feel constantly stressed, they seek escape. 

Don't let "better opportunities" be code for "I can't take it anymore."

Show your team you value their health as much as their productivity.

That’s all for this week. 

Always wishing you the best,

Dr. Beckford

P.S. Whenever you’re ready, there are two ways I can help you:

1. Boost your team’s well-being and productivity through a customized 1:1 presentation.

2. Get answers to your questions in an exclusive 1:1.