When A-Players Go MIA: The Blind Spots of Greatness

Fatigued business company employee sleeping on desk because of overtime working hours at night. Exhausted agency worker falling asleep in office workspace while working on project.

We’ve all heard the saying, “Hire A-Players and get out of their way.” It’s the dream scenario for any manager—a team of rockstars who consistently outperform, innovate, and make your life easier. But what happens when those same A-Players, the ones you once couldn’t imagine running your team without, start slipping? What happens when the golden standard becomes… tarnished?

This is a story about the blindness managers (myself included) can have when it comes to their brightest stars. Spoiler: even the best of the best can fall into a rut, and it’s often the manager who unknowingly sets the stage.

My Experience with Watching Falling Stars. But no wishes here!

Once upon a time, I had two employees who were nothing short of extraordinary. They were the kind of team members you brag about at networking events. Bright, articulate, efficient—these two could handle workloads that would send others running for the hills. They didn’t just meet expectations; they shattered them. I was in awe, grateful every day to have them on my team.

But over the years, something shifted. It wasn’t sudden, more like a slow unraveling that I didn’t notice until it was too late. Tasks that were once their bread and butter started landing on my desk. At first, I chalked it up to being a supportive manager. “They’re busy with more important things,” I told myself. “I’ll just handle this one little thing.” But that “one little thing” turned into another, and another, until I realized I was doing parts of their job.

What was even more baffling was their attitude. The passion and polish they once brought to their work seemed to fade. Deadlines were missed, updates were vague, and their overall engagement felt… off. I couldn’t believe it. These were my A-Players, my untouchables. How could they be slipping?

The truth is, I had created an environment that was a little too comfortable. I had praised them so much, trusted them so deeply, that I stopped holding them accountable. I was so blinded by their past brilliance that I ignored the signs of decline right in front of me.

The Danger of Praising the Basics

It’s great to show appreciation for your team, but praising employees for simply doing their job—like completing routine tasks—can backfire. When you’re overly thankful for the basics, it can give A-Players a false sense of accomplishment. They may start feeling overly confident and stop striving for growth, thinking their baseline work is already exceptional. To keep them motivated, focus your praise on meaningful effort and impactful results, not just the bare minimum.

Signs Your A-Players Are Slipping

If you’re wondering whether your own power players might be sliding downhill, here are some red flags to watch for:

The Basics Become a Struggle

Tasks they used to handle with ease now require reminders—or worse, intervention. You find yourself asking, “Why am I doing this for them?”

Lack of Ownership

They no longer seem invested in their work. Deliverables feel rushed or incomplete, and they stop taking pride in their output.

Communication Blackouts

Updates become sporadic, vague, or nonexistent. You’re left in the dark more often than not.

Complacency Creeps In

They stop seeking out challenges or taking initiative. Instead of pushing the envelope, they’re content to coast.

The Energy Shift

Their enthusiasm and engagement fade. They’re no longer the spark in the room—they’re just… there.

Why A-Players Fall Off Their Game

So, what causes this decline? It’s not that they’ve lost their talent or potential. Often, it’s a combination of factors, many of which stem from the environment we create as managers:

Too Much Praise, Too Little Challenge

When A-Players are constantly told how great they are, they can become overconfident—or worse, bored. Without new challenges to stretch their skills, they stagnate.

Comfort Breeds Complacency

A stable, predictable environment might seem ideal, but for high performers, it can feel like a cage. They thrive on growth and excitement, not routine.

Lack of Accountability

When managers stop holding A-Players to the same high standards, it sends a subtle message: “You don’t need to try as hard anymore.” Over time, this erodes their drive.

How to Keep A-Players at the Top of Their Game

The good news? With the right approach, you can help your A-Players regain their edge. Here’s how:

Set Clear Expectations

Regularly revisit their goals and responsibilities. Make sure they know what’s expected of them and how their performance will be measured.

Challenge Them

Give them projects that push their limits and reignite their passion. High performers crave growth—don’t let them stagnate.

Provide Honest Feedback

Don’t shy away from tough conversations. If their performance is slipping, address it head-on. Be kind but direct: “I’ve noticed X, and it’s not like you. Let’s talk about what’s going on.”

Create Visibility

Use tools or dashboards to track their performance and share those metrics with them. Seeing their progress—or lack thereof—can be a powerful motivator.

Reignite Their Purpose

Remind them why their work matters. Connect their tasks to the bigger picture and show them the impact they’re making.

When It’s Time to Move On

Sometimes, despite your best efforts, an A-Player’s decline becomes irreversible. Here are some signs it might be time to part ways:

Repeated Conversations

You’ve had the same talk about their performance multiple times, and nothing changes.

Lack of Effort

They’re not taking steps to improve, even after you’ve provided support and resources.

Negative Impact on the Team

Their complacency starts dragging others down or creating resentment.

Letting go of an A-Player is never easy, but sometimes it’s the best thing for both them and your organization.

The Takeaway: Even A-Players Need a Push

Managing A-Players requires a delicate balance of support and accountability. Yes, they’re talented and capable, but they’re also human. They need challenges to stay engaged, honest feedback to stay sharp, and a clear sense of purpose to stay motivated.

As managers, it’s our job to provide all of that—and to recognize when we’ve fallen short. Because at the end of the day, even the best need a little crack-whipping and a lot of honesty to stay at the top of their game.

So, the next time you’re marveling at your A-Players, remember: greatness isn’t a permanent state. It’s something that needs to be nurtured, challenged, and, yes, sometimes even rescued.