Who is bored on your team?

In financial services, we spend most of our time fixing problems. And that usually means one thing: our lowest performers get the most attention. Meanwhile, your top producers? They’re quietly hitting targets, clearing backlogs, solving issues before they escalate… and getting very little from you.

That’s a mistake.

Because high performers don’t leave over workload - they leave when they feel invisible. Or as my daughter told me about her swim meets: “What’s the point of finishing first if no one sees it?”

That hits harder than most engagement surveys.

If you want to keep your best people in a high-pressure, compliance-driven environment like mortgage servicing, you have to be intentional. Here are some ideas:

• Recognize them: Not just in annual reviews - consistently. Specific praise goes a long way with people who carry the team. 

• Learn from them: Your top performers are walking playbooks. Use their insight to elevate the entire operation.

• Challenge them: Bored high performers are a flight risk. Ask them directly: Are you still growing here? What do you want to take on next?

Here’s the uncomfortable tradeoff: Spending 100% of your time trying to lift low performers a few points often costs you your best people entirely. Strong leaders rebalance that equation.

If you’re an emerging leader trying to keep performance high and retain your top talent, that’s exactly the work I do with my coaching clients. I'd love to talk more about your top talent and how to keep them engaged.