Your Star Employee Might Be Struggling—Here’s Why
Why high performers are often the most at risk for burnout
They’re the first to arrive, last to leave. They always say yes. They don’t complain. They meet deadlines, pick up the slack, and push through—even when the pressure’s on.
They’re your star employee.
The one you trust. The one everyone leans on.
And they might be burning out in silence.
In many workplaces, the people who seem the most “together” are often the ones quietly struggling the most.
Here’s why.
High Performers Don’t Always Ask for Help
They’re used to coping. Used to doing more. Used to being the one others rely on.
So even when they’re overwhelmed, exhausted, or emotionally fried, they:
Keep showing up
Keep performing
Keep saying “I’m fine”
They might not even realise they’re struggling—until it’s too late.
And by the time someone notices, they’re already deep in burnout.
Why High Performance Can Hide Burnout
Burnout doesn’t always look like underperformance.
In fact, it often shows up in people who:
Set high standards for themselves
Struggle to say no or delegate
Tie their worth to output
Don’t want to “let the team down”
Feel pressure to stay strong for others
These traits make them great at what they do—but also more vulnerable when the workload becomes relentless or the emotional load gets too heavy.
Spotting the Signs (Even When They’re Subtle)
Because high performers rarely complain, you need to look beyond surface-level behaviour. Some quiet warning signs include:
A shift in tone—more blunt, less engaged
Working through lunch or replying to emails late at night
Avoiding social chats or taking fewer breaks
Saying “yes” but sounding flat
Small slips in quality, focus, or follow-through
They’re still doing the job. But something’s off.
How Leaders Can Support Their High Performers
1. Check in—without waiting for a red flag
Don’t assume they’re fine just because they’re high-functioning. A quick, sincere “How are you really going?” can open the door.
2. Watch your praise
Praising them only for output reinforces overwork. Try recognising how they work, not just how much.
“I appreciate the way you stayed calm under pressure—not just the fact that you got it done.”
3. Help them set boundaries
Sometimes they won’t say no—so you need to help them do it. Be proactive in redistributing workload or encouraging downtime.
4. Make rest and recovery normal
When leaders role model breaks, downtime, and realistic expectations, it creates space for others to do the same—without guilt.
5. Encourage self-reflection
High performers often haven’t stopped to check in with themselves. Prompt them gently.
“What’s giving you energy lately?”
“Anything feeling unsustainable right now?”
Losing a high performer to burnout is a massive blow—for them, for your team, and for your culture.
But it doesn’t have to get that far.
When we stop assuming capability = capacity, we can build workplaces where high performers thrive, not just survive.
Check in early. Lead with care. And remember:
The strongest-seeming people are sometimes the ones who need support the most.