High performers
How to spot the quiet person carrying your team
Look at what gets done, not who talks about it: who closes their goals on time, who colleagues thank and go to for help, whose absence makes the week harder. Quiet high performers often fix problems before they reach you, so you only see them if you look at the record and ask the team. Once you find them, tell them, and ask what they want next.
How managers put it
- “I think I've been overlooking someone, but I'm not sure who.”
- “How do I know who's actually doing the work on my team?”
- “The same two people get all the credit. Is that fair?”
What to do
1.Look at delivery, not visibility
Who finishes what they commit to, on time? Who takes the unglamorous tasks without being asked? Write it down for each person over the last quarter.
2.Ask who people go to
In 1:1s, ask "who helped you most this month?" The same name coming up from several people is a strong sign.
3.Notice what breaks when someone is away
If a week runs badly every time one person takes leave, they are holding up more than their job title says.
4.Tell them what you saw
Specific, private recognition: "I noticed you sorted out the supplier mix-up before it reached me. Thank you." Quiet people often value this more than public praise.
5.Ask what they want next
Some want more responsibility, some want a new skill, some want to be left alone to do great work. Ask instead of assuming.
Where LVL Up helps
Goals closed, person by person
Each person's goals show status and due dates, so you can see who reliably finishes what they start.
Recognition from colleagues, tied to values
Recognition in the app comes from peers as well as managers, against your company values, so you can see who the team thanks.
One timeline per person
Goals completed, recognition received and given, feedback and 1:1s sit on one timeline, which makes a quiet run of good work visible.
Dashboards for the whole team
The analytics dashboards show who receives recognition and who does not, which is often where the quiet person is hiding.
What it does not do
LVL Up does not rank employees or name your high performers. It counts what is recorded in it: goals, recognition, feedback and reviews. Work nobody records will not show up, so ask the team as well as looking at the numbers.
Common questions
How do you identify high performers?
Look at reliable delivery against goals, how much colleagues rely on them, and what happens when they are away. Combine the record with what you hear in 1:1s.
Why do quiet employees get overlooked?
Managers notice what reaches them, and quiet high performers often solve problems before they do. Without a record or a direct question, their work stays invisible.
How should I recognize a quiet high performer?
Privately and specifically at first, then ask whether they are comfortable with public recognition. Pair it with a conversation about what they want next.
Should I give them more work?
Not automatically. Ask what they want; piling more onto the reliable person is a common way to lose them.
Related:
Keep the record in one place
1:1 notes, goals, reviews, feedback and recognition for your team, without an HR department. From $29 a month for up to 25 people.
The trial is 14 days with no credit card, then read-only until you choose a plan. See pricing.