Losing a top performer isn’t just a setback; it’s a blow that takes time, resources, and sometimes even morale to recover from. Think about it. These are the people who’ve proven their worth over and over again, delivering results, hitting targets, and often going above and beyond. Losing someone like that isn’t just about filling an open position; it’s about replacing the kind of drive, expertise, and reliability that’s rare in any industry.
But here’s the thing: we can’t afford to assume that just because top performers are successful or earning well, they’re satisfied or planning to stick around. That’s a dangerous assumption and one that’s left many leaders blindsided by resignations they didn’t see coming.
Why Top Performers Are So Valuable
First, let’s acknowledge what makes these individuals so important. Top performers are the ones pushing the boundaries, setting higher standards, and often inspiring others to step up their game. They’ve got the skills and the grit, yes, but they also have the trust and respect of clients, coworkers, and leadership. This makes them almost irreplaceable. When they’re happy and engaged, they’re unstoppable. But if they feel undervalued or overlooked? It’s a quick road to disengagement and eventually the exit door.
So, what are you doing right now to know where your top performers stand? Are you certain they’re happy? Or are you assuming they’ll just stick around?
The Cost of Losing a Top Performer
Before we dive into the how, let’s talk about why this matters. Losing a top performer is costly—plain and simple. You’re not only losing their output, but you’re also facing recruitment costs, training, potential disruption of team dynamics, and even customer dissatisfaction if that person was client-facing. All of these add up. So, understanding your top people’s intent to stay isn’t just a “nice to have”—it’s a strategic move that saves your business time, money, and keeps your momentum steady.
Questions Every Leader Should Be Asking
To truly understand your A players’ mindset, there are a few questions every leader should ask regularly. These are not one-time questions, but part of a continuous conversation with each top performer. Here’s where I start with my team:
- How happy are you with your role and responsibilities?
Sounds simple, right? But this question can open the door to valuable insights. Maybe they’re ready for a new challenge, or perhaps they’re feeling unacknowledged. If they’re carrying burdens that go unnoticed, it’s time to start recognizing their contributions in ways that matter to them. - Are there growth opportunities here that excite you?
Top performers are hungry—they don’t want to sit still. If they feel like their career is at a standstill, they’ll look elsewhere for that momentum. Understanding their growth ambitions helps you keep them engaged and shows that you’re invested in their future, not just in what they can do for you right now. - What can we do better to support you?
Maybe they’re shouldering too many admin tasks, or they need more tools to succeed. Asking what support they need to perform better shows that you’re committed to their success.
Making “Skip-Level” Meetings Work for You
Let’s talk tactics for a minute. One of the best ways to keep a pulse on your top performers is through skip-level meetings. These are regular check-ins where you, as a senior leader, meet directly with team members—skipping over their immediate manager. This way, you’re not only showing them they’re valued, but you’re also creating a safe space for honest dialogue.
It’s in these skip-level meetings where some of the most honest insights come to light. I once learned that one of our top people felt overlooked because their manager was always too busy for one-on-one time. They loved the work, but the lack of personal engagement had them quietly exploring other options. A quick course correction on our end, and that top performer is still with us, thriving.
More Than Just Money: What Really Matters to A Players
Compensation will always be a factor, no doubt. But you know what else keeps top players invested? Recognition, opportunities for advancement, and a strong sense of purpose. Are they getting these from you?
When you have regular, open conversations, you learn what truly matters to each person. Maybe they crave public recognition, or maybe they prefer being valued quietly. One of my best people once told me, “I don’t want the spotlight. Just give me the resources I need and let me do my job.” Guess what? Knowing that saved us from making the mistake of trying to motivate them with things they didn’t care about.
Simple Ways to Show You Value Your Top Performers
- Involve Them in Decisions
Top performers often have great insights because they’re in the trenches every day. Let them in on strategic discussions, ask for their input, and make them feel like they’re contributing beyond just their immediate responsibilities. - Celebrate Their Wins Publicly and Privately
Recognize their hard work in team meetings, and don’t forget to drop a personal thank-you note. It might sound small, but small gestures of appreciation go a long way in showing you value them. - Offer Career Development Opportunities
Want to make sure your top players don’t jump ship? Invest in their growth. This could mean sending them to industry conferences, offering advanced training, or even letting them shadow executives. When they see that you care about their future, they’re more likely to stay committed to your company.
Don’t Make Assumptions—Take Action
The takeaway here is simple: don’t assume your top people are content just because they’re successful. They have career goals, frustrations, and dreams, just like anyone else. The difference is they have options.
If you want to keep your A players, show them that they’re more than just a number. Get to know them, ask questions, listen, and take action based on what you learn. Because at the end of the day, it’s not just about retaining talent—it’s about investing in the people who make your business what it is.
Top performers are a gift to any company, but it’s on you to keep them happy, supported, and motivated. Take the time, ask the questions, and be willing to make changes. You’ll find that the investment pays off tenfold in the loyalty, commitment, and incredible results these people deliver.
