It seems counter-intuitive to think that some of our top performers are the least satisfied with their jobs, but research shows that may be the case more often than we imagine. This group frequently gets less feedback and recognition for their work than their low performing peers.

According to a new study that was reported by Fast Company and WSJ , Your top performers may be feeling overworked and underappreciated, mad, stressed and likely thinking ‘It’s not worth it!’ While lower performers tend to be happier and report feeling more engaged with their jobs. The funny thing is as a manager, this could be partly your fault. How?

Low performers often end up with the easiest jobs because managers don’t ask much of them, so they’re under less stress and they’re more satisfied with their daily work lives. Meanwhile, dedicated and conscientious workers end up working late, correcting the work of the low performers, and making sure clients or customers are satisfied. This pattern breeds frustration and disengagement in the high performers.  So what can you do to even the playing fields?

Don’t take advantage of your best people. It seems obvious, but this happens all the time. We know we can count on these people to get things done so we often ask more and more of them. Though they are often more than willing to take on more work, be sure to encourage top performers to avoid burn-out by practicing self-care and taking time off when they need it. Don’t forget to thank these people for their efforts on a regular basis.

One of the most surprising facts about low-performers is they aren’t aware that they are low performers! Set clear performance expectations for ALL employees. Don’t make the mistake of letting some people slide under the radar while others push themselves past the breaking point. If someone’s performance standard starts to slack, get them back on course right away.

Make time for regular feedback especially with middle and top performers. Check to see what their needs are and what you can do to help them achieve their objectives. These conversations will help avoid employee resentment and help your team work together towards a common goal.