Why do top performers leave? Their 12 Strong Reasons to Quit

Sometimes, hiring managers believe that hiring top performers alone will be enough to make a positive and immediate impact on their company. However, there is a need for development programs, onboarding processes, or training to support high achievers in their careers for them to perform at their best.

Supporting your top talent with adequate development and training may be the key to keeping their productivity up. When employees feel like they’re not doing a good job, that can be detrimental to their career satisfaction and your organization’s success as well. 

Every company that wants to succeed will want to hire the best people in their field. This means that there’s always a high demand for top-performing employees. That’s why your company should work very hard to retain that top talent.

Why Top Performers Quit? 12 Strong Signs a Top Performer is Leaving

There are some signs a top performer is leaving, as same as some reasons they’d prefer to leave instead of maintain the same labor conditions that they are not satisfying enough:

1. Lack of Opportunities for Growth: Top performers are often ambitious individuals who seek opportunities for advancement and skill development. When they perceive a stagnation in their career trajectory or a lack of avenues for professional growth within their current organization, they may feel compelled to seek opportunities elsewhere. These individuals thrive on challenges and continuous learning, and without the prospect of further development, they may become disenchanted with their current role.

2. Desire for More Money: Financial compensation is a significant factor influencing job satisfaction and retention. While top performers may be motivated by factors beyond monetary rewards, they also recognize the value of their contributions and expect to be adequately compensated. If they feel that their efforts are not being appropriately recognized or rewarded financially, they may seek employment opportunities that offer higher salaries or better compensation packages.

3. Dislike of Management: The relationship between employees and their supervisors plays a crucial role in determining job satisfaction. Top performers, despite their exceptional skills and abilities, are not immune to the negative effects of poor management. If they experience friction or conflict with their bosses, or if they feel undervalued or unsupported by their superiors, they may choose to leave their current position in search of a more positive and conducive work environment.

Data Entry Services Top Performers

4. Feeling Unappreciated: Recognition and appreciation for their contributions are vital for maintaining the morale and motivation of top performers. When these individuals feel undervalued or overlooked by their employers, it can lead to feelings of frustration and disillusionment. Despite their exemplary performance, if they perceive a lack of acknowledgment or gratitude for their efforts, they may begin to question their commitment to the organization and consider exploring alternative career opportunities where their contributions are more appreciated.

5. Excessive Stress and Overwork: Burnout is a common phenomenon in today’s fast-paced work environment, affecting employees across all levels of an organization. While top performers may possess the resilience and coping mechanisms to handle high levels of stress, prolonged exposure to excessive workloads and pressure can take a toll on their mental and physical well-being. If they feel overwhelmed or unable to maintain a healthy work-life balance, they may opt to leave their current job in search of a less demanding or more supportive work environment.

6. Mismatched Company Culture: Company culture plays a significant role in shaping the overall employee experience and sense of belonging within an organization. Top performers thrive in environments that align with their values, beliefs, and work preferences. If they find themselves in a company culture that is incongruent with their own principles or where they feel like they don’t fit in, it can lead to feelings of alienation and dissatisfaction. In such cases, they may seek employment opportunities with organizations whose culture better resonates with their own.

7. Declining Engagement: Engagement refers to the level of emotional investment and commitment that employees have towards their work and organization. Even top performers, who are typically highly motivated and driven individuals, can experience a decline in engagement if they feel disconnected from their work or disengaged from the company’s mission and objectives. Factors such as lack of recognition, limited opportunities for growth, and poor communication can contribute to a decrease in engagement among top performers, ultimately leading them to consider leaving their current job in search of a more fulfilling and engaging work environment.

8. Unmet Expectations: Clear communication and alignment of expectations are essential for fostering trust and satisfaction among employees. When organizations fail to meet the expectations of their top performers, whether it be in terms of compensation, career advancement opportunities, or work-life balance, it can lead to feelings of disappointment and disillusionment. If top performers perceive that their needs and priorities are not being adequately addressed or prioritized by their employers, they may begin to question their long-term commitment to the organization and explore alternative career options that better align with their expectations.

9. Limited Creativity Engagement: Top performers often possess innovative thinking and thrive in environments that encourage creativity and problem-solving. However, if they feel constrained by rigid processes or lack opportunities to express their creativity in their roles, some common issues with marketing teams can lead to frustration and disengagement. Organizations that fail to tap into the creative potential of their top performers risk stifling their motivation and productivity, ultimately prompting them to seek opportunities elsewhere.

10. Broken Promises: Trust is a fundamental component of the employer-employee relationship, and broken promises can erode that trust over time. When organizations fail to fulfill commitments made to their top performers, such as promises regarding job titles, salary, benefits, or opportunities for advancement, it undermines the integrity of the employer and damages the loyalty of the employee. Top performers who feel betrayed or undervalued due to unkept promises may ultimately choose to leave their current organization in search of one that honors its commitments.

11. Lack of Autonomy (Micromanagement): Top performers are often self-motivated individuals who thrive when given autonomy and independence in their work. However, micromanagement, characterized by excessive control and scrutiny from supervisors, can stifle their creativity and hinder their ability to perform at their best. Employees who feel suffocated by micromanagement may become frustrated and demoralized, leading them to seek opportunities where they can have more control over their work and decision-making processes.


12. Absence of High-Performing Peers: Collaboration and peer learning are essential components of professional development and growth. Top performers are motivated by the opportunity to work alongside and learn from other high achievers in their field. However, if they find themselves in an environment where they are surrounded by mediocrity or lack access to peers who can challenge and inspire them, it can hinder their progress and development. Organizations that fail to foster a culture of excellence and provide opportunities for top performers to collaborate with their peers risk losing them to competitors who offer a more conducive environment for growth and learning.

These additional reasons further highlight the complexities of employee retention and the various factors that can influence the decisions of top performers to leave their current organizations. Addressing these issues requires proactive measures from employers to create an environment that values and supports the continued growth and success of their top talent.

Become The Company Top Performers Want to Work With

When you support your employees and provide them with a good and healthy work environment, the voice will run and you will create a reputation of being an excellent company to work on. 

Employer branding can show the candidates why they should work for your business. People will want to join your company and stay in your business when you become an employer of choice. It is also important to be clear and organized during the interview process, this will show the candidates what to expect when they start working at your company.

Check all the Industries Connect2BPO have worked with

Tips On How to Retain Top Performers

Having a good retention strategy is as important as having effective attraction methods. The last thing you want is your top performers to leave your company and start working for your competitors. These are six things you can include as key points in your retention strategy:

  1. Mentoring programs: having senior-level employees answer all the questions new starters may have can be a good strategy. 
  2. Don’t let your employees get bored with their jobs: show them all their skills are necessary for the company, rotate their tasks, or expand their roles.
  3. Recognition and reward: don’t oversee the success of your top performers.
  4. Working balance: remember onboarding is important, but don’t hold off on difficult tasks for new starters, don’t put excessive work on their shoulders because they’re new at the company either.
  5. Creating a positive work environment: where your top performers can feel comfortable and respected. As we do in Connect2BPO.
  6. Value your staff. People can surprise you, and sometimes, you will find top performers in people you didn’t consider particularly high achievers.