Every high-performing team has at least one star — the employee who delivers results, takes initiative, and quietly raises the bar for everyone around them. But when that star starts to dim — showing less enthusiasm, missing meetings, or taking sudden time off — you may be witnessing the early signs of departure.
Star performers typically won’t voice dissatisfaction. Instead, they may simply disengage, accept external offers, or update their LinkedIn profile without warning. Recognising the red flags early can give you a chance to re-engage and retain them.
Here are five key signs to watch for — and what you can do to turn the situation around.
1. They’re Exploring Higher Offers
Top performers are often in high demand. If your star employee is being courted by recruiters or subtly requesting salary reviews, they may be comparing opportunities. According to Bain & Company, star employees can be up to four times more productive than the average — making them a prime target for headhunters.1
Retention strategy: If salary is the primary issue, respond promptly. If budget is a challenge, consider alternatives like a compressed work week, flexible arrangements, or clearly mapped progression routes.
2. They’re Bored or Stagnating
Star performers thrive on growth, challenge, and visibility. If their work becomes repetitive or lacks purpose, they’ll quietly seek environments where they can shine.
Retention strategy:
Reignite their interest with stretch projects, mentorship roles, or leadership development pathways. Ask about their long-term goals and align their next steps with team objectives.
3. They Feel Taken for Granted
High performers often work overtime, volunteer for tough tasks, and rarely complain. But if their extra effort goes unnoticed, it can breed resentment. When appreciation slips, engagement quickly follows.
Retention strategy:
Recognise and reward consistent effort. Reinforce boundaries — especially around unpaid overtime — and make it clear their contribution is seen and valued.
4. They’ve Lost Faith in You as a Leader
A breakdown in trust with a direct manager is one of the most common reasons top talent leaves. If your relationship has grown distant or they’ve withdrawn from 1:1s, the issue may lie in communication, perception, or unmet expectations.
Retention strategy:
Initiate an open, constructive conversation. Be willing to receive feedback, admit blind spots, and demonstrate commitment to their development.
5. They’re Disillusioned with the Organisation
Sometimes, the issue isn’t personal — it’s cultural. If your star employee no longer believes in the company’s vision, product, or ethics, they may begin mentally checking out. This disillusionment can spread to others if left unaddressed.
Retention strategy:
Re-engage them with purpose. Involve them in strategic planning or CSR initiatives that reflect their values. If the issue is systemic or ethical, and can’t be resolved, parting on positive terms may be the best outcome for both sides.
FAQs: Managing and Retaining Star Employees
Conclusion
Star performers won’t wait to be rescued — they’ll quietly seek out new opportunities if they feel overlooked or unfulfilled. But if you’re paying attention to the signs, you have a chance to reset the relationship before it’s too late.
Retention isn’t about quick fixes — it’s about ongoing engagement, transparency, and creating a culture where high performance is noticed, nurtured, and rewarded.