How to recognize when a high potential employee is reaching breaking point

Understanding the unique pressures on high potential employees

Why high potential employees face unique challenges

High potential employees are often seen as the future leaders of a company. They are given challenging projects, more responsibilities, and higher expectations. While this can be motivating, it also brings unique pressures that can impact their mental health and overall well-being. These employees may feel a constant need to prove themselves, leading to long work hours and a reluctance to ask for help. Over time, this can create a work environment where burnout and stress become real risks.

Unlike other team members, high potential employees might not show obvious signs that they are struggling. Their strong performance can mask underlying issues, making it harder for managers and colleagues to spot early warning signs. The company’s focus on their productivity and engagement can unintentionally add to the pressure, especially if there is a lack of regular check ins or open communication about workload and expectations.

It’s important to recognize that employee burnout can happen to anyone, but high potential employees are particularly vulnerable due to the combination of high expectations and limited support. When these employees start to experience issues, it can affect not only their own performance but also team morale and the overall workplace culture. Missed deadlines, changes in work patterns, and a drop in employee engagement are some of the early indicators that something might be wrong.

Managers need to be proactive in providing support and creating a healthy work environment. Clear expectations, regular feedback, and open communication are essential steps to address potential problems before they escalate. If you’re unsure about the difference between coaching and disciplinary action, especially when supporting high potential employees, this guide on coaching versus being written up at work can offer practical insights.

Early behavioral changes to watch for

Noticing Subtle Shifts in Work Patterns

High potential employees often set the pace for their team and the company. When they start to reach a breaking point, the first signs can be subtle. Changes in work patterns are among the earliest indicators. For example, an employee who was once proactive and highly engaged may begin to withdraw from team discussions or avoid taking initiative. You might notice a drop in their usual enthusiasm or a reluctance to participate in workplace activities.

• Missed deadlines or delays in delivering work that was previously completed on time
• Increased absenteeism or frequent requests for time off
• Declining participation in team meetings or less contribution to collaborative projects
• Visible lack of engagement with team members or the company culture

These early behavioral changes are not always dramatic, but they are warning signs that should not be ignored. A high potential employee might also start to express frustration about unclear expectations or feel unsupported by management. If you notice these patterns, it’s important to open communication channels and check in regularly. Simple steps like regular check ins and honest conversations can help employees feel heard and supported, reducing the risk of burnout and performance issues.

Managers should be aware that these early signs can quickly escalate into more serious issues if left unaddressed. Taking steps to address concerns early can help maintain employee engagement and productivity, and prevent a negative impact on team morale and the overall work environment. For more on how coaching can support employees before problems escalate, see is coaching the same as being written up at work.

Performance fluctuations and warning signs

Spotting Shifts in Work Patterns and Output

High potential employees are often recognized for their consistent productivity, engagement, and ability to inspire team members. However, when these employees approach a breaking point, subtle but significant changes in their work patterns and performance can emerge. Recognizing these warning signs early is crucial for managers and organizations aiming to prevent employee burnout and maintain a healthy work environment.

• Missed deadlines and declining productivity: One of the first signs that an employee is struggling is a noticeable drop in output. Tasks that were once completed ahead of schedule may now be delayed, and the quality of work may slip. This is especially concerning when the employee has a history of reliability.
• Lack of engagement: High potential employees typically show strong engagement with their work and team. A sudden lack of participation in meetings, reduced enthusiasm for projects, or withdrawal from team discussions can signal deeper issues.
• Inconsistent performance: Fluctuations in performance, such as periods of high productivity followed by stretches of disengagement or errors, can indicate that the employee is under significant stress. These inconsistencies often go beyond normal ups and downs and may be accompanied by other behavioral changes.
• Increase in mistakes or oversight: When an employee who rarely makes errors begins to overlook details or make frequent mistakes, it’s a clear warning sign. This can impact team morale and the overall performance of the company.
• Frequent absences or lateness: A rise in sick days, tardiness, or requests for time off can be a response to mounting stress or mental health issues. These changes disrupt team dynamics and can affect the broader workplace culture.

It’s important for managers to maintain regular check ins and foster open communication, so employees feel comfortable discussing challenges before they escalate. Setting clear expectations and offering support can help address performance issues early. For organizations looking to strengthen their approach, investing in psychological safety training can be a proactive step to create a supportive company culture where team members are empowered to speak up about their needs.

Emotional and physical symptoms of stress

Recognizing Stress Through Emotional and Physical Clues

High potential employees often strive to maintain high performance, but when stress builds up, it can manifest in ways that are hard to ignore. Emotional and physical symptoms are among the most telling signs that an employee is approaching a breaking point. These symptoms can impact not only the individual but also the team and overall workplace culture.

• Emotional signs: Increased irritability, mood swings, or withdrawal from team members are common. Employees may seem less engaged in meetings or display a lack of enthusiasm for projects that once motivated them. A sudden drop in employee engagement or a negative shift in attitude toward work can be a warning sign of burnout.
• Physical symptoms: Frequent headaches, fatigue, or noticeable changes in appearance, such as looking tired or unwell, may indicate stress. Employees might also report trouble sleeping or increased absenteeism, which can affect productivity and team morale.
• Behavioral changes: Missed deadlines, lapses in attention to detail, or a decline in work patterns can be subtle indicators. These performance issues often go hand in hand with emotional and physical symptoms, signaling that support is needed.

It’s important for managers and team members to recognize these warning signs early. Regular check ins and open communication can help employees feel supported and allow issues to be addressed before they escalate. When employees feel that their mental health is valued and that the company is proactive in providing support, it strengthens both individual well-being and the overall work environment.

Ignoring these signs can lead to employee burnout, which not only affects the individual but can also disrupt team dynamics and company culture. By taking steps to address these issues promptly, organizations can foster a healthier, more resilient workplace where employees feel empowered to perform at their best.

Impact on team dynamics and workplace culture

Ripple Effects on Team Morale and Productivity

When a high potential employee approaches breaking point, the impact rarely stays isolated. Their stress and burnout can quickly influence the broader work environment. Team members often pick up on subtle warning signs—like a drop in engagement or a shift in work patterns—which can lead to uncertainty or anxiety within the group.

• Team morale: When a key team member is struggling, others may feel increased pressure to compensate. This can create a cycle of stress, especially if the employee’s performance issues lead to missed deadlines or a lack of clear expectations.
• Productivity: A dip in one employee’s output can disrupt workflow, causing bottlenecks and making it harder for the team to meet goals. Over time, this can lower overall productivity and affect company performance.
• Engagement: If employees feel that support is lacking or that mental health concerns are ignored, engagement across the team can drop. This is especially true if check ins and open communication are not part of the company culture.

Workplace Culture and Employee Burnout

A single high potential employee reaching their breaking point can reveal deeper issues within the workplace. If there’s a pattern of burnout or a lack of support, it may signal that the work environment needs attention. Employees who don’t feel heard or valued may disengage, leading to higher turnover and a negative impact on team dynamics. Managers should watch for signs that the team is feeling the strain—such as increased absenteeism, more frequent conflicts, or a general decline in team member enthusiasm. Addressing these issues early, through steps like regular check ins and fostering open communication, can help prevent further problems and support both the individual and the team.

How managers can respond and provide support

Creating a Safe Space for Honest Conversations

When a high potential employee shows signs that they are approaching a breaking point, managers need to prioritize open communication. Regular check ins can help employees feel heard and valued. These conversations should be genuine, focusing on both work performance and overall well-being. Avoid making assumptions about what the employee is experiencing. Instead, ask open-ended questions and listen actively. This approach can reveal underlying issues before they escalate into burnout or a major performance issue.

Setting Clear Expectations and Boundaries

High potential employees often take on extra responsibilities, which can lead to missed deadlines or a drop in productivity. Managers should clarify expectations and ensure workloads are realistic. Encourage employees to set boundaries and respect their time off. This helps prevent employee burnout and supports a healthier work environment. When employees know what is expected, they are less likely to feel overwhelmed by unclear demands.

Providing Practical Support and Resources

• Offer access to mental health resources or employee assistance programs
• Encourage use of vacation days and flexible work arrangements
• Connect employees with mentors or peer support within the team
• Monitor for warning signs such as changes in work patterns, lack of engagement, or increased absenteeism

Taking these steps addresses issues early and demonstrates that the company values employee well-being. It also signals to other team members that support is available when needed.

Fostering a Culture of Engagement and Trust

Managers play a key role in shaping company culture. Recognizing and addressing warning signs of stress or burnout in high potential employees can improve team morale and overall employee engagement. Celebrate achievements, provide regular feedback, and involve employees in decision-making. This helps employees feel connected to the team and the company’s mission, reducing the risk of disengagement or turnover.

Proactive Steps for Long-Term Success

Don’t wait until a performance issue becomes critical. Early intervention, ongoing support, and a commitment to a positive workplace culture can help high potential employees thrive. By maintaining open communication and providing the right resources, managers can ensure that employees feel supported, valued, and empowered to succeed—benefiting both the individual and the entire team.