What Happens to Good Employees?

About three months ago, my manager went on holiday and I had to step into his role. I always assumed his responsibilities were straightforward. But once I was in his position, I noticed something surprising: there were so many small daily tasks he took care of that seemed insignificant, yet were critical to keeping things running smoothly.
That experience made me wonder: do I also carry unseen responsibilities in my role?
Inspired by a chapter from Adam Grant’s “Think Again”, I took a step back and listed everything I do on a regular basis. The result? I was shocked to see how many tasks I had automatically taken on over time, things far beyond my original job description.

Here’s the reality:
🔹 If you’re not good enough, you won’t last.
🔹 If you’re not responsible, you’ll eventually be replaced.
🔹 But if you’re a good employee, you stay, you perform, and you slowly start picking up more and more without even noticing.

⚡ And here’s the danger:
It’s more common than managers realize that their best employees are silently carrying significant pressure, shouldering responsibilities beyond their role, and nobody even notices. These employees become the go-to people. They’re relied on for stability, performance, and results. But instead of receiving support, appreciation, or relief, they are often met with more demands, higher expectations, and tighter deadlines.

What’s the cost of this unbalanced equation?
💡 Let’s look at the data:
1️⃣ 66% of employees would leave their job if they felt unappreciated
2️⃣ 53% of employees cite lack of recognition as a key reason for quitting
3️⃣ 65% of employees have experienced burnout in 2024
4️⃣ Burnout affects 72% of work performance
5️⃣ Gen Z and Millennials are especially vulnerable: 68% and 61% report being burnt out
6️⃣ Employees who receive meaningful recognition are:
🔸 8× more engaged
🔸 31% more likely to stay
🔸 69% more likely to go the extra mile
Sources:
🔹 Gallup Workplace 2024 Report
🔹 Forbes (2024), SHRM, Harvard Business Review
🔹 Adam Grant, Think Again
🔹 McKinsey & Co., Employee Burnout Trends 2024

🔑 Key Takeaways:
✅ Take a step back and rethink assumptions about your team, like Adam Grant suggests
✅ Don’t wait for a good employee to burn out before offering support
✅ Build a feedback-driven culture where contributions are seen, recognized, and balanced
✅ Understand that “doing more” isn’t always “doing better”

Ask yourself today: Is one of your best employees silently carrying too much? Because if you don’t notice it now, it might be too late later.