Are You Pushing Your Best Performer to Quit?

You have an exceptional team member. 

They're the one who consistently delivers projects ahead of schedule, always volunteers for additional tasks, and shows an unwavering dedication to their work.  

They have a great attitude and never complain.

You love having them on your team because they're reliable, efficient, and on a clear path to growth within the company.

Sounds like a dream employee. 

But here's the catch: despite their stellar performance, they could be on the brink of burnout.

This scenario might be more common than you think. 

The very qualities that make your star performer exceptional can also be the ones driving them toward exhaustion. 

Think about what would happen if they quit suddenly.

High performers often play a pivotal role in shaping team culture and dynamics. 

Their departure can mess up these dynamics, potentially leading to a period of adjustment for the team.

It can be challenging, particularly if the remaining members have become accustomed to relying on the departed individual.

High performers also have valuable institutional knowledge that they'll take with them.

So, how can you, as their manager, support them and prevent burnout from derailing their progress?

Proactive Check-ins: Start by initiating regular, one-on-one check-ins with your star performer. Don't rely solely on their outward success indicators. Take the time to delve deeper into how they feel about their workload, career trajectory, and overall well-being. They're so good that you might skip their 1:1s. Don't do it.

Recognize them: Make sure your star performer knows you appreciate their dedication and hard work. Recognize their achievements, both big and small. This acknowledgment can boost morale and reinforce their sense of value within the team. Don’t assume how they like their recognition. Ask them. 

Ask their opinion: Give your star performer a voice in shaping their workload. Involve them in discussions about project assignments and deadlines.  Don’t assume they’re interested in the task you’re presenting. Ask them.

Be realistic: While it's natural to expect excellence from high-performing individuals, it's critical to establish realistic expectations. Avoid overloading them with projects that could lead to burnout. Instead, focus on quality over quantity.

Manager Training: Investing in manager training can be the game-changer in preventing burnout among star performers. Equip yourself with the skills to recognize the signs of burnout, provide adequate support, and create a work environment where folks are healthy and productive.

Remember, a burnt-out star performer risks their well-being and could potentially impact your team's overall productivity and morale. 

By taking proactive steps and seeking the right resources, you can ensure that your star performers continue to do good work without burning out.

That's all for this week.

Always wishing you the best.

Dr. Beckford

Whenever you're ready, here are two ways I can help you:

1. 1:1 workshop and speaking (PAID): This will teach you the proven system I use to help companies retain top talent and reduce employee burnout through self-care strategies. We work together 1:1 to design a customized program for your team.

2. The podcast (free): Download to get self-care tips and learn more about the work doctors do inside and outside clinical medicine.