Mitigating the blow of losing a high performer

  • Post last modified:August 14, 2023

Every organization values its high performers—those indispensable individuals always at the ready. CEO’s and COO’s often ponder, “What if Jody left?” If a top performer departs without leaving documented processes, it can hurt the business in various ways:

  1. Knowledge Loss: Their unique understanding of operations and customer insights isn’t easily replaced.
  2. Productivity Drop: Replacements might struggle to match their efficiency and accuracy.
  3. Higher Training Costs: Undocumented roles mean longer, costlier onboarding.
  4. Operational Hiccups: Routine tasks they managed might now be overlooked or mishandled.
  5. Customer Setbacks: Direct customer interactions could suffer, risking relationships and business.
  6. Team Morale Dip: Their sudden absence might dampen team spirit.
  7. Reputation Risks: Especially in niche sectors, their exit might signal company issues.
  8. Compliance and Risk Concerns: Lack of documentation can lead to non-adherence to standards or regulations.
  9. Opportunity Loss: Their innovative ideas might be lost without documentation.
  10. Dependency Dangers: Relying heavily on one person can be a vulnerability when they leave.


  1. Knowledge Management: Adopt a system like, which aids in creating documentation and integrates chatbots in Microsoft Teams to help staff access and update it. Use generative AI for detailed content analysis.
  2. Knowledge Sharing: Host regular sessions for team members to discuss and record their roles.
  3. Document-Friendly Culture: Encourage and provide tools for easy knowledge documentation.
  4. Plan for Succession: Prep potential internal successors early.
  5. Cross-training: Familiarize multiple employees with vital processes.
  6. Exit Strategy: Conduct thorough exit interviews to capture departing insights.

Being proactive with documentation can help mitigate the blow of losing a high performer.