Have you ever seen someone who was once a “rock star”, who now is fallen from grace and glory? Or are you perhaps that person?

Taking a long term view, it would seem to me that careers go through times of ebb and flow. There are times when a person is performing at rockstar level, but there are other times when they lose their edge and are just doing what they need to do to survive.

So why does that happen, and what can we do about it? The following list shows some of the reasons why rock stars lose their glimmer.

1. A failure followed by loss of confidence – this would be a situation where a major failure or even a bad manager caused a blow to their confidence (E.g. they were put in a role they were not suited for, they failed in some way, or were perceived to have failed, and it shot a giant hole in their confidence).

Solution: In this case, they need reassurance and belief that they still “got it” and can perform well again. Often high-performers are their own worst critics, and they are probably beating themselves up. They need an authority or respected peer to lift their spirits.

2. They’ve been put in a role that is incongruous and set up to fail – either not the right skills, different or unclear expectations, undefined measures of success, or just simply too much demanded too soon.

Solution: Find a better fit situation or assignment for them. Often we think just because they are high-performers that they can do anything. Just because Tiger Woods rocked in Golf, doesn’t mean he could be a leading Tight End for the New York Giants – frankly, he would get killed.

3. Something has changed in their work environment, success habits, or within themselves – Either due to an uncontrollable environmental change, or their own overconfidence or laziness – the thinking, strategies, or approach that once worked for that person, no longer work now. Or they have dropped a habit out of their routine that once made them successful.

Solution: They need to do what they did at first, or restore the habit(s) that made them successful. Or they need to find a new congruous success habit.

4. Something has changed or happened in their life that is impacting things at work – (e.g. They are going through a divorce or something similar that is incredibly stressful and all-consuming.)

Solution: Ask them what is going on, be understanding, they probably want to be listened to. Be patient, and perhaps give them some projects assignments that they can “slam dunk”, and when they do, let them know they did.

5. They are underutilized or not fulfilled in their role or their work – there are times, even long periods of time, when high performers are just doing the work, but feel no passion for it.

Solution: They may need something new – a challenge or a change – to find their passion again. Or connect them up with someone who would be inspiring to them. Sometimes high-performers thrive on a little healthy competition, and introducing them to an inspiring individual expands their network, lights a spark, shows them an example of another high performer, and also shows you care.

6. Constant shifting or ambiguous direction – people, in general, seek comfort and stability. It’s actually a basic human need according to Maslow. High performers are no exception. Even though they have strategies to accommodate for change, at some point they need to find a rhythm. If the organization is in a constant state of change, it doesn’t allow high performers to get a footing. Over time, the constant change or shifting direction can cause them to wonder if they are spending their energy in the right place, or if perhaps another organization is more worth their time.

Solution: Provide some structure that they can lean upon – perhaps a monthly 1:1 coaching session with you or perhaps get them involved in developing a solution to get them and your team/organization move into the future productively. High performers thrive on creating solutions to problems.

7. Not enough independence or micromanagement – The last thing you want to do to a high achiever is to put them under your thumb.

Solution: High performers tend to thrive on independence and self-management. Let them manage themselves to the greatest extent possible. Seek their advice and opinion on things you want to do to take the team or organization forward.

8. Change in management and perception – One management regime thought they were a rock star, and the next only thinks them average. Once again, this can blow a hole in their confidence.

Solution: If you know, gently let them know the truth about what management truly thinks of them. It will be incumbent on the high-performer to change that perception. If they really are a high-performer they will see the perception and rise to the challenge of overcoming it.

In short, high performers need independence, belief, and opportunities for challenge, creativity, problem-solving, and growth. They will usually take it from there. High-performers are people that you shouldn’t have to worry about. But there are times when they lose their edge, if and when that happens, hopefully, these strategies will help.

Question: What advice would you give to a high performer who has lost their edge? You can leave a comment by clicking here.