When Great Isn’t Good Anymore: Helping Your High-Performer Exit Without the Drama
You know the one. The formerly brilliant rockstar on your team who now radiates the energy of a malfunctioning espresso machine—still technically functioning, but sputtering, overheating, and occasionally burning the people nearby.
Here’s the deal: not every employee is meant to ride off into the sunset with your company. Sometimes, the kindest, boldest, most leadership-y move you can make is to help them go—with their dignity, legacy, and LinkedIn recommendations intact.
The Red Flags You Shouldn’t Ignore
They’re disengaged AF. Barely making eye contact, missing meetings, delivering the bare minimum with a side of sarcasm.
Their brilliance has turned brittle. What used to be innovative pushback now feels like sabotage.
They’re clearly bored, checked out, or worse—becoming a culture-killer.
Why Leaders Stay Silent (and Why That’s a Mistake)
Let’s be real—confronting a high-performer about their downward spiral feels awkward. But choosing to “wait it out” isn’t leadership, it’s avoidance. And while you’re walking on eggshells, your team is watching... and taking notes.
The Conversation That Changes Everything
This isn’t about forcing someone out. It’s about telling the truth with respect. Try something like:
“You’ve done incredible things here. But lately, it feels like you’re no longer energized by the work. What’s going on—and how can I support your next move?”
You’re not burning bridges. You’re lighting the runway.
Make Their Exit Legendary (Not Messy)
Help them craft a resignation letter that feels true, not templated.
Offer to be a reference or write a glowing LinkedIn rec.
Give them time to wrap things up and say real goodbyes.
Celebrate their contributions publicly—because ending well matters.
For Bonus Points: Make This a Leadership Habit
What if we normalized leaders helping their team members graduate gracefully? Not everyone is meant to stay forever. Sometimes, the best legacy you leave isn’t retention—it’s transformation.
