High performers are the backbone of any team. They consistently deliver results, solve problems, and set the standard for success. But what happens when these top performers start to falter?
Missed details. Dropped results. Deadlines pushed or missed.
It’s easy to panic or assume the worst, but performance dips, even among your best people, are more common than you think. We are human after all.
The key to addressing them isn’t correction, it’s collaboration. By taking a supportive and empathetic approach, you can help your high performers recover their edge and reinforce a culture of trust and partnership.
Here’s how to identify the root causes of their struggles and take practical steps to help them bounce back.
Why High Performers Lose Momentum
A drop in performance doesn’t mean your top performers have become lazy or disengaged. Often, the reasons are far more nuanced and external.
1. Burnout
High performers often take on more work than others, shouldering significant responsibilities. Over time, this can lead to exhaustion, diminishing their creativity and energy.
2. Unclear Priorities
When everything seems urgent, even focused individuals can lose sight of their key objectives. Competing demands make it hard to prioritise effectively.
3. Personal Stress
Outside factors like family challenges, health concerns, or financial pressures can seep into work performance, even for the most dedicated professionals.
4. Lack of Challenge
Repetition and monotony can demotivate high achievers. They thrive on growth, learning, and opportunities to stretch their capabilities.
5. Feeling Undervalued
Recognition matters. Without acknowledgment of their contributions, even self-motivated performers can disengage.
6. Hidden Barriers
Sometimes, the issue isn’t effort or attitude but obstacles beyond their control, inefficient processes, resource gaps, or unclear expectations.
Practical Steps to Help High Performers Rebound
1. Start with Empathy and Curiosity
Approach the conversation with genuine care and a desire to understand, not to criticise.
Try saying:
“I’ve noticed [specific behaviour or result]. I know the calibre of your work, so I wanted to check in. Is there anything you need support with?”
This sets a collaborative tone and shows them you value their well-being, not just their output.
2. Reassess and Clarify Priorities
Help them refocus by sorting through competing demands.
Ask:
- “What’s taking up most of your time right now?”
- “What feels like it’s pulling you away from your key objectives?”
- “How can we adjust your workload to prioritise what matters most?”
This process helps them regain clarity and ownership of their tasks.
3. Address Burnout Head-On
Burnout can be difficult to recognise, even for the person experiencing it. Acknowledge the signs and offer solutions.
Say:
“You’ve been carrying a lot lately. Have you had a chance to step back and recharge? What would help you feel energised again?”
This might involve adjusting workloads, encouraging time off, or providing additional resources to ease their burden.
4. Rekindle Their Motivation
If boredom or stagnation is the issue, work together to identify new challenges or growth opportunities.
Ask:
- “Is there a project or skill you’ve been wanting to tackle?”
- “How can we align your work with your long-term goals?”
- “Could you share your expertise by mentoring others on the team?”
These conversations show that you’re invested in their growth and career aspirations.
5. Remove Obstacles
Hidden barriers can derail even the most motivated individuals. Make it safe for them to raise these issues.
Ask:
- “What’s getting in the way of your success right now?”
- “Is there a resource or tool you need?”
- “How can I help remove roadblocks for you?”
By addressing these challenges, you reinforce your role as a partner in their success.
6. Acknowledge Their Value
Take time to recognise their contributions, especially during a slump. It’s easy to focus on what’s wrong and forget the bigger picture.
Say:
“I want to acknowledge the incredible work you’ve done on [specific project]. It’s made a huge impact, and I appreciate your efforts.”
This builds confidence and reinforces your belief in their abilities.
What to Avoid
While supporting high performers, avoid these common missteps:
- Micromanaging: Don’t hover or control their every move, it signals a lack of trust.
- Assuming Intent: Avoid jumping to conclusions about laziness or disengagement. Start by understanding the root cause.
- Ignoring the Issue: Silence can be misinterpreted as indifference. Address the slump directly and with care.
Building a Culture of Trust
Helping high performers through their struggles isn’t just about improving their results, it’s about fostering a culture where challenges are addressed openly, and support is the norm.
By approaching performance dips collaboratively, you strengthen relationships, build trust, and set the tone for a resilient and engaged team.