Your top performer is falling short on targets. How do you get them back on track?

When a top performer starts slipping, it’s all about balancing support with accountability. Have a candid chat to understand what’s going on—sometimes personal or external factors are at play. Remind them of their past achievements, and that you believe they can hit those high marks again. Set short-term, achievable goals to rebuild momentum, and offer any resources or coaching they might need. Show you’re in their corner but make it clear the expectations are still there. A little motivation and a nudge back in the right direction can get them back to their A-game!

When your top performer starts slipping, it's like a superhero losing their cape. First, have a friendly chat to understand what’s going on—sometimes it's stress or burnout. Remind them of their past successes and ask how you can support them. Help them set realistic short-term goals to get back on track. Maybe they need a fresh challenge or a new approach to keep things exciting. And don’t forget to celebrate even small improvements! I noticed my top performer struggling, so we talked it out, set small goals, and celebrated a little win—it helped them find their groove again!

When a top performer starts to not deliver usually there is a reason. Understanding that reason is key to developing a strategy to work with them. First step is I would schedule a one-on-one to identify any underlying issues, whether personal or work-related. This will provide a logical next step based on that conversation. If you are unable to uncover a definitive reason for the sudden decline in performance here are some more options that you can tailor depending on the situation. You message and set clear performance expectations and mutually agree on a short-term plans for improvement with measurable goals. Provide support through coaching or resources, and monitor progress closely with regular check-ins to ensure improvement.

We've to first understand one to one what are the issues/challenges he or she's facing and mentor them accordingly and help them to the best of support what they need from us and recognize them again in front of entire team that how much their value is there in team so that they can try to self motivate themselves and get their pace once again and show top performance.

To identify why a top performer is slipping, managers should: 1. Discuss challenges and well-being supportively. 2. Ensure he/she not overburdened and can cope with stress. 3. Look for signs of entitlement hindering performance. 4. Watch for decreased enthusiasm or team withdrawal. 5. Gather 360-degree feedback to reveal blind spots. 6. Ensure he/she understand how tasks fits company goals. To help him/her get back on track: - Provide training and mentorship for skill gaps. - Encourage work-life balance and self-care. - Celebrate the progress to boost confidence. - Realign goals and clarify expectations. With proactive support and open communication, manager can help top performers overcome challenges and excel again.