3 ways to stop high performers from becoming quiet quitters

3 ways to stop high performers from becoming quiet quitters
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High performers in every company are, understandably, quicker to feel tired and overburdened by their jobs. According to research by wellness platform Modern Health, 53% of high performers are feeling burnt out on their tasks.

Yes, their enthusiasm may be high and they are most likely excelling at what they do, but the constant pressure of being excellent can easily make them feel tired at their jobs.

And this burnout, says Modern Health, is often the “lubricant on a slippery slope towards quiet quitting”. Something that most employers would like to avoid. 

Losing employees, especially in the era of Great Resignation, is never fun. This just makes it even more important for employers to prioritize the needs of their employees. 

Here are some of the things that you can do to prevent your high performers from becoming quiet quitters. 

Close the perception gap

As an employer, do you really know what your employees want? In the same research, Modern Health reported that despite 85% of employers actively listening to the needs of employees, only 51% actually agree. 

This disconnect between employees and employers is detrimental to retention, but the solution requires leaders to shift their mindset from seeing mental health care as a crisis response to a permanent commitment to employee experience.

Lead by example

As an employer, you need to be a role model for your employees. Show them the behavior that you want to see in the organization. For example, mental health talks.

Modern Health says that only 51% of employees feel safe to open up about their mental health struggles. This is alarming! Several companies like to drone on about valuing their workers’ mental health, but in reality, feel uncomfortable addressing it. 

Do you want your workforce to be more open about their mental health struggles? Then start sharing yours! Embrace radical vulnerability so that your employees will do the same.

Get curious 

Get to know your employees outside of their work personalities. Ask about their work-life situations and preferences. Engage with your employees holistically and authentically. 

Talking with your employees and asking questions about their lives and interests will make them feel valued and appreciated by the organization. 

Creating a culture that encourages high performers to excel and not quiet quit requires leaders to proactively address burnout with wellness benefits and support. 

It may not be in their nature to say this explicitly, but your high performers are burned out which is why leaders need to step in to meet their needs before its late and the organization losses another great employee.

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