→
7 Reasons Your
High Performers
Are Quitting
(And how to keep them)
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1. Toxic Managers
Even the best employees will leave if
they have to work under poor
leadership. A manager who
micromanages, disrespects, or fails to
inspire can drive top talent away.
Fix:
Train managers to lead with empathy,
provide regular feedback, and create
an open, supportive environment for
employees to thrive.
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2. Underwhelming Pay
High performers expect to be
compensated fairly for their hard work.
If they feel undervalued financially,
they’ll seek opportunities where they
are properly rewarded.
Fix:
Regularly review compensation
structures to ensure your pay is
competitive. Don’t wait until they have
one foot out the door to adjust their
salary.
→
3. Poor Culture
A poor fit between the company's
culture and the employee’s values can
cause disengagement, no matter how
talented they are.
Fix:
Create a culture of inclusion,
transparency, and innovation where
employees feel aligned with the
company's mission and values.
→
4. Lack of Career Growth
High performers crave growth. If they
don’t see a future at your company,
they’ll create one somewhere else.
Fix:
Build a clear roadmap for career
progression, offering mentorship and
opportunities to gain new skills or take
on leadership roles.
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5. Zero Support
Even the best talent can’t do their best
work without the right tools and
support. Feeling under-resourced
leads to frustration and exhaustion.
Fix:
Ensure your high performers have the
resources, training, and autonomy
they need to excel. Remove
unnecessary obstacles from their
workflow.
→
6. Monotonous Work
Top performers need to be challenged.
If their day-to-day work feels
monotonous or uninspiring, they’ll
soon lose interest.
Fix:
Offer diverse, high-impact projects
that stretch their abilities. Rotate
responsibilities or allow them to
contribute to different areas of the
business.
→
7. No Recognition
When hard work is overlooked or
unappreciated, employees can
become disengaged and start looking
for recognition elsewhere.
Fix:
Regularly acknowledge individual and
team achievements. Recognition
doesn’t always have to be formal,
small gestures like a public shout-out
or a personal note can go a long way.
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Chris Donnelly
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Chris Donnelly | chris-donnelly.co.uk
