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Janet Kim

High Performers Don’t Quit Bad Jobs. They Quit Leaders Who Don’t See Them.

Published 5 months ago • 2 min read

September 25, 2025

Don’t Mistake Burnout for Dedication.

Hello Reader

Welcome to Level Up Weekly, where I help emerging leaders think strategically, organize effectively, and execute with clarity—so they can be seen, heard, and valued.

Today at a glance:

The subtle signals your top talent is slipping away
A quick 5-part audit to test how you’re leading them
Three actions to protect—not lose—your best people

The Silent Burnout Problem

They’re burning out—

and you’re calling it “dedication.”

​

Your top talent won’t announce they’re slipping away.

They’ll just leave.

​

The warning signs are quiet:

• Emails at midnight

• The spark gone from their voice

• Laughing off “I’m overwhelmed” in a 1:1

​

Too many leaders lose their best people not because they don’t care, but because they don’t notice.

​

The Quick Audit for Leaders

1. Workload Reality Check

↳ Do you simply say yes when they volunteer—or pause to help them trade off priorities?

2. The Recognition Test

↳ Do you thank them privately—or advocate for them visibly with leadership?

3. The Development Dilemma

↳ Do you keep them in their lane—or map out support so they can grow into new skills?

4. Boundary Signal

↳ Do you remind them they’ve handled pressure before—or actively help clear space off their plate?

5. Growth Gateway

↳ Do you tell them to “keep excelling”—or create a specific development plan with milestones and advocacy?

The score doesn’t lie: the higher you go, the more you protect—not push away—your top talent.

High performers don’t leave bad jobs.

They leave when they feel invisible, overworked, or stuck.​
​

The best leaders don’t just recognize great work—

they protect great people.

Three Things to Do This Week

  1. Schedule uninterrupted time with each top performer.
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  2. Ask directly: “What’s energizing you right now? What’s draining you?”
    ​
  3. Remove one thing from their plate—even if you take it on yourself.

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Today’s reflection:

Who on your team might be burning out quietly right now—while you’ve been calling it “dedication”?

Bonus Practice:

Pick one person this week. Don’t thank them for what they delivered.

Advocate for them to someone above you.

Connect with Me

If this resonated with you and you’re wondering how to empower your voice — I’d love to hear from you. Feel free to message me (janet@janet.kim.)

Feeling like your contributions aren’t fully recognized?

This quick self-audit will help you assess where you stand, uncover hidden gaps, and identify the key steps to increase your influence, get noticed, and advance your career.. Answer these 10 questions honestly, and use your insights to take actionable steps toward greater visibility, influence, and recognition.

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Janet Kim

Transformational Coaching to Help You Level Up

I leverage 18+ years in Stanford tech to help emerging leaders like you think strategically, build influence, and execute with confidence, so you’re seen, heard and valued where it matters most.

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