Uncovering the Reasons Behind High-Performing Employees Quitting - And How to Keep Them on Board
- Zoran Vidovic
- Nov 1, 2024
- 5 min read
Updated: Dec 7, 2024
Do you ever wonder what makes high performers quit their jobs? What is actually motivating them in the first place? What is their drive?
When enterprises start losing their high-performing employees, it is indicative of poor management and a toxic culture. If the cause is not identified and rectified, we are in danger of surrounding ourselves with below-average employees, not necessarily interested in the company's mission but rather in their personal gain.
Let's discuss the characteristics and needs of high-performing employees.
Table of contents
Characteristics of a high-performing employee:
- Focused
- Ambitious
- Meticulous
- Thorough
- Inquisitive
- Honest
- Loyal
- Passionate
- Cooperative
- Playful
Support of a high-performing employee:
- Mission
- Vision
- Standard
- Training
- Target
- Expectations
- Deadline
- Resources
- Direction
- Feedback
- Recognition
- Opportunities
- Trust
- Micromanagement
- Withholding information
- Gaslighting
- Ambiguous instructions
- Free for all cultures (lack of standards and structure)
- Favoritism
Conclusion: How to keep high-performing employees?
What is a high-performing employee?
It is an employee who constantly outperforms others and exceeds expectations while adhering to all company standards and staying in line with the company's mission. This employee has high expectations regarding themselves, the rest of the team and the company. They are great communicators and problem solvers.
We should distinguish them from the toxic, self-focused, extremely ambitious individuals not shy of using an immoral approach in their pursuit of climbing the ladder of success.
These are two very different employees with different approach to achieving potentially the same goal.
Characteristics of a high-performing employee:
Focused. This employee maintains direction in challenging times and stays on track while keeping eyes on the target. Go to person for other employees.
Ambitious. It drives this employee to strive for more and look at the big picture in pursuit of a higher challenge. Boosts enthusiasm for other employees.
Meticulous. The attention to detail is a distinctive trait of this employee, which makes them stand out and deliver exceptional results.
Thorough. No loose ends. This employee takes pride in closing all the loops and exploring all recourses in pursuit of exceptional results.
Inquisitive. The questions Why and How are the main driving forces for this employee, as they are always wondering what is behind the next hill. These employees drive positive change and growth.
Honest. This employee takes integrity extremely seriously and is not willing to jeopardize it at any cost. This builds trust and relationships, strengthening the team and boosting collaboration and performance.
Loyal. Team is above personal gain, and so this employee puts team first and serves as a driving force for all team members.
Passionate. Passion is contagious, as it comes from within, triggering reactions in other team members to strive for the same.
Cooperative. On every level, including when there is nothing to gain. It is a trait that builds connections and trust across the board.
Playful. It grabs attention and spreads contagious energy, which then brings people together with enthusiasm and desire to achieve a common goal.
Support of a high-performing employee:
Mission. This employee needs to understand and align with the company's mission to be able to provide exceptional performance.
Vision. It allows one to align with current and future approaches in achieving the said mission as well as anticipating and obtaining the required skills for the the job.
Standard. This employee will adopt company standards and adhere to them while providing suggestions for improvement.
Training. This employee expects to receive adequate training in all aspects of the job regardless of their experience, as they understand that they need to align with company standards and expectations for the position.
Target. Clear target is imperative for this employee to align the resources and decide on the propriate execution. It needs to be clear and not ambiguous.
Expectations. This employee needs clear expectations to be able to plan and execute in a timely fashion. It gives them clear structure and direction.
Deadline. It will motivate this employee to focus and explore personal strengths to complete the project by a set deadline. This employee enjoys working under pressure and delivering results.
Resources. This employee will need to understand available recourses to plan accordingly, identify potential shortcomings, and determine the need for additional support or a change in approach in the absence of it.
Direction. Clear direction will set this employee on a trajectory of success with little or no supervision or assistance.
Feedback. This employee cherishes feedback and expects to be advised on good and bad performance to be able to elevate it further.
Recognition. This employee understands the complexity of completed tasks and their performance level compared to others. This makes them expect recognition, as it serves as confirmation that their effort is appreciated, which further strengthens their loyalty and determination.
Opportunities. Advancing up the ladder or exposing themselves to new challenges is a drive for these employees, as they tend to challenge themselves and look for constant growth and development.
Trust. It is imperative for these employees as it shows them that they are recognized for their integrity and determination, which then makes them perform to the best of their abilities.
Compensation. High-performing employees know their value and expect adequate compensation reflecting their performance record and engagement. They cannot be placed in the average category across the board to fulfill the form, as it will create friction between their loyalty and the feeling of not being recognized and appreciated as deserved.
What puts their flame out?
Micromanagement. It will collide with this employee as it implies a lack of determination, stamina, dedication, integrity, resourcefulness, and ideas. This employee does not need someone to direct their every move, as they are able and capable to come to the desired solution on their own.
Withholding information. This is a performance killer, as it destroys trust and implies favoritism. This employee will not shy from asking for required information and exposing themselves to the scrutiny of the leader withholding it. It is tiring and demoralizing for this employee.
Gaslighting. This is not something this employee would tolerate, as they are self-aware and continue to use their abilities and attention to details. Due to their meticulous nature, they will not be easily confused but rather disappointed and encouraged to seek resolution.
Ambiguous instructions. This will prompt this employee for action and engagement in pursuit of finding the required information, which might create friction between the leaders and the employee.
Free for all cultures (lack of standard and structure). This is not a culture for this type of employee, as there is no structure or standard being adhered to, and therefore there is no team effort or trust as a result of it. It creates a competitive working environment that lacks direction and focus as everyone decides on their appropriate approach.
Favoritism. This creates a toxic working environment and most definitely does not create teams, as selected individuals are preferred over others. This will warrant high-achieving employees looking for different opportunities more suitable for their performance level.
Lack of appreciation. This refers both to financial compensation and performance recognition. High-performing employees will seek environments that will provide opportunities to grow, develop, and challenge themselves but will expect to be recognized, compensated, and appreciated for their exceptional performance.
Conclusion: How to keep high-performing employees?
Create an enterprise with a clear mission and vision, set standards, and support in achieving all the goals.
Provide opportunities for self-development and growth.
Encourage team development and teamwork.
Support idea exchange and incubation.
Allow for discussions and debates.
Create clear succession planning and progression structure.
Provide clear, factual, and timely feedback with opportunities for growth and development.
Provide competitive salary packages with reward opportunities for exceptional performances.
High-performing employees are the backbone of every company. They pave the way to success for both the company and their colleagues, upholding the highest standards and expecting the same from others. They are also testimony of a positive company culture, as they excel in collaboration and idea brainstorming.