Never Neglect Your MVPs: The Silent Flight Risk
Most leaders take pride in being supportive, available, and fair. When a team member struggles or underperforms, we rally to help. We coach them, check in more frequently, provide resources, and offer feedback loops. That’s considered good leadership, and it often works.
But there’s a hidden danger in this model: while we’re focusing so much attention on the people who need it most, we often forget about the ones who need it least—our top performers. These are the individuals who consistently exceed expectations, who show up early and finish late, who never ask for praise or make a fuss. Their work becomes so reliable that we start to take them for granted, unintentionally pushing them into the background.
Over time, that silence grows loud.
High performers notice when they’re being overlooked. They watch as others receive encouragement and applause for simply returning to baseline, while their own extraordinary efforts go unacknowledged. It doesn’t happen overnight, but slowly, they begin to disengage. They start to feel invisible. Then one day, they leave—and when they do, it’s usually without drama, just a polite resignation and a better offer elsewhere.
The solution isn’t complicated. Make time for your best people. Acknowledge their work, not just in passing, but in meaningful ways. Sit down with them weekly and ask questions that go beyond performance reviews. What are they hoping to do next? What’s frustrating them? Where do they want to grow? Be proactive about giving them opportunities to stretch and lead. Ask them what’s getting in their way, and then help clear the path.
Recognition is not just a feel-good activity—it’s a retention strategy. Publicly celebrating their contributions reinforces your culture and sets a standard for others to follow. And perhaps most importantly, track how often you check in with your high performers. If you’re not paying attention, it’s easy to slip into the habit of focusing only on what’s broken, rather than protecting what’s working.
Leadership isn’t just about lifting people up when they fall. It’s also about lifting people higher when they’re already soaring. Don’t wait until your MVPs are out the door to realize what they meant to your team. Start now. Make sure they feel seen, heard, and valued—not just for what they do, but for who they are.
