If you don’t protect your top talent, you will lose more than just employees.
You risk morale, performance, and trust. Your highest achievers, the ones who drive innovation, results, and influence, won’t tolerate being overlooked, mistreated, or forced to carry the weight of incompetence. When that happens, they don’t just quietly leave. Often, they become disengaged, disruptive, or even destructive on their way out.
I’ve seen it. I’ve lived it.
Years ago, I left an organization after being pulled into a conflict that never should’ve reached my level. I was gaslighted by a senior leader trying to manipulate me into a decision I wasn’t empowered to make. The experience eroded my trust, made me feel attacked, and ultimately pushed me out the door. That leader didn’t just lose me; he lost his credibility with the board, his peers, and eventually, his job.
Protecting your best talent isn’t about favoritism. It’s about stewardship.
Here’s what real protection looks like:
- Investing in their growth and potential — Don’t assume they’re fine because they’re high performers.
- Shielding them from dysfunction and falsehoods — Let them focus on what they do best, without being sabotaged or burned out.
- Giving them authority and resources — If they’re going to lead, empower them to do it fully.
- Defending merit over politics — Show that excellence matters more than tenure or surface-level diversity metrics.
If you’re a leader who realizes you’ve been neglecting your top people, here’s what to do next: Admit it. Apologize. And change. Give your best people time, attention, and the autonomy to thrive. Learn what motivates them and then act on it.
Because if you don’t protect your best talent, someone else will.
Until next time, make today GREAT!
P.S. Want to build a team culture where top talent stays and grows? Explore my coaching services here on my website and contact me to schedule a free strategy call to discuss how we can work together. And if this message resonates, share it with a fellow leader today.