Understanding Your Top Performers’ Happiness and Intent to Stay
If you’ve ever lost a top performer, you know the sting. It’s more than just filling a gap; it’s a loss of knowledge, drive, and the ripple effect they bring to the team. Top performers are rare gems—they’re the ones consistently exceeding targets, pushing boundaries, and setting a standard everyone else aspires to. And yet, even in high-performing teams, there’s a common mistake leaders make: assuming that because these stars are successful, they’re satisfied.
The truth is, top performers have options. They’re usually the most sought-after, and if they aren’t happy, they won’t hesitate to move on. As leaders, we need to be proactive, not only to keep them happy but to ensure they feel valued and understood. Let’s get into why this matters so much and how you can take action to really understand your top talent’s happiness and intent to stay.
The Cost of Assumptions
One of the biggest mistakes leaders make is assuming that high performance equals high satisfaction. “They’re crushing their targets, they must be happy here,” we tell ourselves. But often, what keeps people moving at that level is their personal drive, not necessarily satisfaction with their role or environment.
Losing a top performer can set your team back months, if not longer. Think about the time it takes to recruit, onboard, and train someone new to reach the same level of effectiveness. And that’s if you’re lucky enough to find a replacement with comparable skills and drive. Not to mention the morale hit when a top performer leaves—everyone feels it. They’re an example, a mentor, sometimes even a morale booster. When they go, the energy shifts.
Start with Simple, Honest Questions
So, how do we know if our top talent is genuinely happy and plans to stay? Simple. We ask. But these aren’t casual questions you bring up in passing. They need to be intentional and asked in a setting where honesty is welcome. Here are some questions that help open up meaningful dialogue with your top performers:
Proactive Measures to Retain Your Best People
Once you start asking these questions, you’ll start to see patterns. Maybe your top people are looking for more challenges, different types of projects, or a clearer growth path. This is your opportunity to act on their feedback. Here are some ways to keep your best people motivated and engaged:
1. Offer Clear Pathways for Growth Top performers are often looking for the next challenge. Have you mapped out what growth looks like for them? Are there leadership opportunities, advanced training, or specialized projects that would allow them to expand their skills? Showing a clear career path demonstrates that you’re as invested in their future as they are.
2. Provide Recognition That Resonates Everyone likes recognition, but it’s essential to understand how each of your top performers wants to be recognized. Some appreciate public praise, while others might prefer more private acknowledgments. I had a top salesperson who once told me, “I don’t need the fanfare, just show me that you value my work.” That was a turning point for me in recognizing that different people value recognition in different ways.
3. Create Special Opportunities for Direct Feedback Having a regular feedback loop is invaluable. Whether it’s quarterly one-on-ones or monthly check-ins, making time for meaningful conversations helps keep everyone on the same page. I’ve seen companies implement skip-level meetings, where top performers can meet with senior leaders to discuss ideas, give feedback, and express any concerns directly. It’s a powerful way to keep communication open and honest.
4. Ensure Compensation Reflects Their Contributions Let’s face it: money isn’t everything, but it does matter. Keep an eye on compensation trends in your industry and ensure your top performers are compensated in a way that matches their contributions. If they’re producing at a high level, their compensation should reflect that. And it’s not just about base pay—bonuses, incentives, and other perks can make a significant impact.
The Power of Proactive Retention
When we actively invest in understanding our top performers’ happiness and intent to stay, we don’t just keep them around longer—we help them perform at their peak. Top talent that feels valued and understood will naturally push harder, strive further, and create a ripple effect that can elevate the entire team.
And it doesn’t take monumental changes to make this happen. Sometimes, the difference is as simple as knowing what your people need and doing everything you can to provide it.
Why It’s Worth Every Effort
I’ve had the experience of losing a top performer because I thought their success meant they were happy. They had everything—great results, recognition, and competitive pay. But I failed to ask what mattered most to them personally, and by the time I realized they were considering leaving, it was too late. That loss taught me a powerful lesson: understanding happiness and intent goes far beyond surface-level indicators like performance metrics. It’s about connecting with each person and recognizing what keeps them motivated day in and day out.
Don’t wait until a resignation letter crosses your desk to realize the importance of these conversations. Be proactive, be engaged, and keep the channels open. Because your top performers are worth every bit of effort it takes to keep them around.