The strain on top performers and high potentials has started to show. While there may not be a significant drop in their performance (they typically perform at 120 percent), leaders and managers may have noticed the telltale signs of exhaustion and altered personalities.
Given that recruiters are enjoying the best activity in three years, it stands to reason that your key people may be at risk for leaving. It’s not unhappiness; they’re just looking for a way to ease the strain.
Here are some signs that your superstars may be exhausted and vulnerable to entertaining other offers. The solutions to retaining and energizing them may be simpler than you think.
Signs of Exhaustion
It takes a lot for high achievers to cry uncle. In fact, they usually don’t. But there are signs that their energy and productivity may be slowing down. Over the last three years, they have produced with fewer resources. Now that the economy is starting to rebound, they may feel anxious about keeping this pace.
One sign is that they’ve stopped taking on more responsibility and have started to say, “no.” This is a big indicator that their plates are full by their standards. They may also be uncharacteristically emotional: short with their answers, sarcastic or quick to anger.
Their normally fast responses to requests are slowing down. They are arriving to work later than usual. Also, they may take longer to come up with solutions because their brains are not functioning at full capacity. They are tired.
Physical signs include illness such as a cold that just won’t go away, fatigue around the eyes and distractedness.
Perceptive leaders and managers will notice these signs and understand that something is “off” about them.
Assess Your Flight Risk
To support your high achievers, it’s important to have a conversation early and find ways to relieve the pressure on them. If they feel the pressure for too long, it will seem easier to believe that the job is no longer a good fit for them and that something else must be better. Don’t let them go down that road.
Instead, ask them how they are doing. This simple question and a focus on them personally will go a long way toward keeping them away from the cliff’s ledge.
Gather some feedback and show empathy. Then talk about what’s on their plates. In a separate meeting, prioritize their to-do list and determine which items can wait or go to someone else.
Because high achievers will rarely admit exhaustion (it’s a sign of defeat for them), you may need to force delegation of duties or a couple days off. They assume that everyone is just as busy and exhausted as they are, but this is rarely the case.
As you help them delegate duties and recover physically, you must also address their heart. Find out what would energize them again, a new opportunity or challenge. Create space for them to use strengths while also serving the company. This is where high achievers can really get back their spark.
If you need assistance in starting the conversation with your top performers and high potentials, contact The Bailey Group. We have a new product called the Flight Risk Scan™ that, along with our Talent Identification and Engagement services, can identify who is at risk for leaving and how to retain them successfully.
763-545-5997
Exhaustion and the High Achiever: How to Keep Them Content
The strain on top performers and high potentials has started to show. While there may not be a significant drop in their performance (they typically perform at 120 percent), leaders and managers may have noticed the telltale signs of exhaustion and altered personalities.
Given that recruiters are enjoying the best activity in three years, it stands to reason that your key people may be at risk for leaving. It’s not unhappiness; they’re just looking for a way to ease the strain.
Here are some signs that your superstars may be exhausted and vulnerable to entertaining other offers. The solutions to retaining and energizing them may be simpler than you think.
Signs of Exhaustion
It takes a lot for high achievers to cry uncle. In fact, they usually don’t. But there are signs that their energy and productivity may be slowing down. Over the last three years, they have produced with fewer resources. Now that the economy is starting to rebound, they may feel anxious about keeping this pace.
One sign is that they’ve stopped taking on more responsibility and have started to say, “no.” This is a big indicator that their plates are full by their standards. They may also be uncharacteristically emotional: short with their answers, sarcastic or quick to anger.
Their normally fast responses to requests are slowing down. They are arriving to work later than usual. Also, they may take longer to come up with solutions because their brains are not functioning at full capacity. They are tired.
Physical signs include illness such as a cold that just won’t go away, fatigue around the eyes and distractedness.
Perceptive leaders and managers will notice these signs and understand that something is “off” about them.
Assess Your Flight Risk
To support your high achievers, it’s important to have a conversation early and find ways to relieve the pressure on them. If they feel the pressure for too long, it will seem easier to believe that the job is no longer a good fit for them and that something else must be better. Don’t let them go down that road.
Instead, ask them how they are doing. This simple question and a focus on them personally will go a long way toward keeping them away from the cliff’s ledge.
Gather some feedback and show empathy. Then talk about what’s on their plates. In a separate meeting, prioritize their to-do list and determine which items can wait or go to someone else.
Because high achievers will rarely admit exhaustion (it’s a sign of defeat for them), you may need to force delegation of duties or a couple days off. They assume that everyone is just as busy and exhausted as they are, but this is rarely the case.
As you help them delegate duties and recover physically, you must also address their heart. Find out what would energize them again, a new opportunity or challenge. Create space for them to use strengths while also serving the company. This is where high achievers can really get back their spark.
If you need assistance in starting the conversation with your top performers and high potentials, contact The Bailey Group. We have a new product called the Flight Risk Scan™ that, along with our Talent Identification and Engagement services, can identify who is at risk for leaving and how to retain them successfully.