The “Quiet High Performer” Problem

You know who’s not messaging you at 9pm?

Your quiet high performer.

They’re not asking for help. Not making noise. Not demanding attention.

They’re… just delivering.

And that’s the problem.

High performance ≠ low maintenance

Just because they’re not complaining doesn’t mean they’re thriving.

It might mean:

• They don’t trust you to fix it.

• They’re burned out and on autopilot.

• They’ve quietly decided to leave.

By the time you realize something’s wrong, they’ve already accepted a new offer.

Here’s what to do instead:

• Check in with your quiet stars. Not just on the work. On them.

• Don’t reward silence. If people only get your time when there’s a problem, they’ll never bring anything early.

• Give them stretch, not stress. Challenge them with intention - not just with more stuff.

Your best people won’t always ask for support.

That’s your job: To notice. To protect them from quiet burnout. To make sure “I’ve got this” isn’t code for “I’ve got nothing left.”

Because when a quiet high performer finally makes noise, it’s usually with a resignation letter.

That’s not drama.

That’s Good Enough Leadership.