The Unsung High Performer

By Kay Littlehales - Facilitator- Coach- Writer

The Unsung Performer

In the bustling world of hybrid targets and team deadlines, Jake stood out as the silent performer. His metrics and KPI's were always impressive, his work flawless, and his commitment unwavering. Yet, in the shadows of his remarkable performance, Jake felt a growing sense of neglect and under -appreciation.

Every team meeting followed a predictable pattern. The underperformers received the lion's share of attention, their needs for development meticulously addressed. The rising stars were showered with accolades and opportunities for growth. Meanwhile, Jake's consistent excellence was met with a mere nod, his efforts taken for granted.

Motivation theories often highlight the need for recognition and development as key drivers of employee satisfaction. Herzberg’s Two-Factor Theory, for instance, distinguishes between hygiene factors and motivators. While salary and job security kept Jake in his role, it was the lack of motivators—recognition, personal growth, and advancement—that slowly eroded his enthusiasm.

Jake began to feel responsible for the entire team’s targets

His performance seemed not only to meet his own goals but also to compensate for the shortcomings of others. This sense of responsibility, unshared and unacknowledged, became a burden. He approached his manager, hoping for some guidance, a new challenge, or at least an acknowledgment of his contributions. Instead, he was met with the same indifference.

One evening, after yet another unremarkable team meeting, Jake made a decision. He would leave the organisation. His talents deserved recognition and growth, and he owed it to himself to seek a place where he could thrive and feel alive again. Before he left, he decided to speak his mind in one final email to his manager and the leadership team.

The resignation from neglect

In his email, Jake articulated his feelings of unnapreciated, relied upon, neglected and the lack of personal development opportunities. He stressed the importance of including everyone in the developmental journey, not just the outliers. Jake cited Maslow's Hierarchy of Needs, emphasising that he had achieved the basic needs of job security but was missing the higher-level needs of esteem and self-actualisation. He was a well educated young gent, who had studied psychology and NLP. But, somehow, his leaders forgot this.

The next morning, the email created a stir. Jake's manager, startled by the wake-up call, requested an urgent meeting. They discussed Jake's grievances in depth, and for the first time, his manager truly listened. Realizing the oversight, the manager vowed to make immediate changes, not just for Jake, but for the entire team.

Intentional conversations should be a priority

Jake’s bold step became a catalyst for transformation. The organisation began to prioritise the development of all employees, ensuring that recognition and opportunities for growth were available to everyone. Jake decided to stay, and his renewed motivation quickly spread through the team.

Through Jake’s journey, the organisation learned a valuable lesson: the importance of inclusive personal development and the power of recognizing every team member's contribution.

True story, Jake is now the Director of Learning & Development in South Africa!!

Prevention is better than cure

To prevent situations like Jake’s, leaders and coaches can implement several strategies:

• Regular Recognition
• Inclusive Development Plans
• Open Communication Channels
• Balanced Attention
• Professional Development Opportunities
• Recognition Programs
• Feedback Mechanisms
• Inclusive Team Meetings
• Work-Life Balance
• Leadership Training

By implementing these strategies, leaders and coaches can create a more inclusive and supportive environment that fosters the growth and motivation of all employees, preventing feelings of neglect and underappreciation.

Want to know more about our lunch & learn sessions or learning programs- please contact me on my link in the bio

Kay