Every team benefits from high performers and as leaders we love them. They’re the ones who consistently deliver, often exceeding expectations. As leaders, we value their drive, reliability, and ability to solve problems with little oversight. But there’s a risk that comes with leaning too heavily on these standout individuals: burnout.

 

Because high performers are so capable, we often don’t notice when they’re struggling, until it’s too late. They’re good at keeping things together, meeting deadlines, and maintaining high standards, even when they’re overwhelmed. This makes them more likely to burn out because they internalize pressure, set their own high expectations, and rarely ask for help.

 

When leaders do notice the signs, having a conversation can be tricky. High performers may react defensively, worried that admitting to stress or fatigue could be seen as a weakness or jeopardize their reputation. This reaction is often driven by their own high standards and fear of disappointing others.

 

So how can leaders take care of high performers and reduce the risk of burnout? Start by paying close attention to their workload and emotional well-being. Look for changes in energy, attitude, or behaviour. When it’s time to have a conversation, approach them with empathy and curiosity. Acknowledge their contributions and frame the discussion around ensuring their long-term success and well-being, rather than focusing on immediate concerns. For example, instead of saying, “You seem overwhelmed,” try, “You’re such a valuable part of the team, and I want to make sure you’re supported and not running on empty. How are you really doing?”

 

Encouraging high performers to take breaks, set boundaries, and prioritize self-care is critical. Leaders should also model these behaviours themselves, showing that balance is not just acceptable but essential. By supporting high performers in this way, we help them sustain their success without sacrificing their health or satisfaction.

 

High performers drive results, but leaders need to remember they’re human, too. Taking care of them isn’t just good for the individual, it’s essential for the team and the organization. Let’s make sure we’re not just celebrating their achievements but also supporting their well-being.