Will Your Bending Break Your Best People?

Every manager has them—the employees who always deliver, handle challenges without drama, and can be trusted with the “mission critical” tasks.

It’s natural to want those people on your most important projects. But here’s the hard truth: when resources are tight, high performers can become the default safety net for everything the rest of the team can’t—or won’t—do.

And while that may solve a short-term problem, it can create long-term risks: burnout, resentment, and even losing your top talent.

How It Happens

When deadlines loom and workloads spike, managers often turn to the most capable team members. It’s efficient—but it’s also easy to overlook how often it’s happening. Over time, this can lead to:

• Invisible Overload: Extra assignments that don’t show up in job descriptions or performance reviews.
• Recognition Gaps: Praise without proportional rewards—whether that’s pay, promotion, or development opportunities.
• Team Imbalance: Lower-performing employees remain under-challenged while high performers carry more than their share.

Questions Every Manager Should Ask

Before assigning the next big task to your go-to person, pause and consider:

1. Am I defaulting to them because it’s easier for me?
2. Have I given them a chance to say “no” without penalty?
3. When was the last time I redistributed work to balance the load?
4. Have I acknowledged and rewarded their extra contributions in a tangible way?
5. Am I developing other team members so the same people aren’t always carrying the heaviest weight?

What Good Leadership Looks Like

Leaders who retain their best talent don’t just appreciate them—they protect them. That means:

• Spreading opportunities (and challenges) across the team.
• Offering support when workloads surge, instead of assuming “they’ll handle it.”
• Pairing extra responsibilities with clear development pathways or compensation.
• Checking in on well-being as often as you check in on deliverables.

High performers want to contribute. They also want to trust that their leaders see the full picture—not just the output.

Final Thought

At Dealing With Debt, we believe workplace stability is about more than meeting deadlines—it’s about building teams that can thrive long-term. By managing workloads fairly, recognizing contributions, and fostering growth across the board, leaders can reduce burnout, build trust, and create a more resilient organization—one conversation at a time.