From Star Performer to Silent Resigner—A Story We’re Seeing Too Often

They used to be the MVP

Always ahead of deadlines.

Always the one managers trusted when things got messy.

Always showing up with solutions, energy, and drive.

Now? They’re... just there. They do what’s required—but nothing more. They don’t challenge the status quo. They’ve gone quiet in meetings. Stopped raising their hand. Stopped hoping.

You haven’t lost them yet—but you’re close.

This isn’t burnout. It’s something deeper.

We’re quick to label everything as burnout. But in many cases, that’s not the whole story.

What we’re actually seeing is emotional disengagement after years of over-functioning and under-recognition.

These star performers are the ones we leaned on during chaos. We piled on work, praised them privately, and assumed they were “fine". We skipped development chats because “they’ve got it under control".And we unintentionally made them the safety net for the team, again and again.

Eventually, that pride they once felt? It turns into quiet resentment.

Here’s what’s really happening:

• They feel taken for granted.

• They see others getting rewarded for doing less.

• They’ve stopped believing there’s a future here for them.

It’s not dramatic. It’s not loud.It’s the slow fade of someone who once cared deeply and now… doesn’t.

So, what can you do?

Before they send that goodbye email—or worse, emotionally clock out while staying on your payroll—try this:

• Check in, not check up - Ask how they’re really doing. And be ready to listen without defending, fixing, or spinning. Sometimes, they just want to be seen.

• Give credit—loudly and clearly - Star performers often get passed over for praise because we assume they don’t need it. They do. Maybe more than others.

• Talk future, not just performance - Ask: “What do you want to do next? What would stretch you in a good way?” Help them see a path forward.

• Redistribute the load - They’ve been the safety net for too long. That’s not sustainable—or fair. Share the responsibility. Empower others.

• Invest in them. Publicly. Personally. Now - Whether it’s coaching, mentorship, a new project, or a title that reflects what they’ve already been doing—do something.

Silent resigners don’t always leave the building.Some stay for years.But the damage is done—because they stop contributing the way only they can.

You don’t need a retention strategy. You need a recognition, re-engagement, and re-investment strategy.

Because if your star performers go silent, it’s only a matter of time before they disappear altogether.

#QuietQuitting #EmployeeEngagement #TalentManagement #LeadershipDevelopment #WorkplaceCulture #HRLeadership #RetentionStrategy #PeopleFirst #CareerConversations #ReengageYourTeam #FutureLeaders

Best Regards,

The Reflective Lens