When Excellence Becomes Exhaustion: Rethinking How We Treat High Performers in Education

However, as the year unfolds, something shifts. Salem begins falling behind on lesson preparation. He feels increasingly unsupported. Signs of quiet exhaustion appear—muted complaints, fading enthusiasm, shorter breaks, restless nights—until one day, he shocks everyone by handing in his resignation.

The question is: Did we let our brightest star burn out by leaving him to shine alone?

The Myth of Self-Sufficient Excellence

“A great teacher can handle it alone—they don't need our help.”

This common administrative assumption treats talent as self-sustaining. It assumes that competence and creativity naturally shield exceptional teachers from overload. In reality, it’s a dangerous myth—one that confuses resilience with invincibility and overlooks the silent cost of neglecting top performers.

When the System Fails Its Best: The Ripple Effects

Failing to support outstanding teachers triggers consequences that extend far beyond the individual. It affects leadership stability, staff morale, and, ultimately, student learning.

1. At the Administrative Level

Sudden loss of talent: Schools are often blindsided when a top performer resigns, leaving a gap that can’t be quickly filled.
High replacement costs: Recruiting, training, and onboarding replacements consume time and resources, while the expertise lost is often irreplaceable.

2. At the Teacher’s Level

Exhaustion and burnout: When recognition doesn’t match responsibility, both physical and emotional reserves deplete.
Erosion of morale: Excellence starts to feel like a punishment. The teacher faces mounting duties without corresponding support, turning passion into fatigue.

3. At the Team Level

Falling team spirit: When colleagues see that high performance isn’t rewarded, motivation declines, and cynicism takes root.
Toxic signals: A subtle message spreads—“Excellence is risky.” The culture becomes one where standing out feels unsafe.

4. At the Learning Process Level

Declining teaching quality: Losing an exceptional teacher means losing creativity, innovation, and mentorship—all of which lower learning outcomes.
Loss of inspiration: Students lose a role model who once set the bar high, often resulting in lower motivation and performance across the school.

A Shift in Perspective: Support Is the Fuel of Excellence

“Technology is just a tool. In terms of getting the kids working together and motivating them, the teacher is most important.” – Bill Gates.

Exceptional teachers shouldn’t be trained to “manage alone.” They should be treated as strategic partners and sources of inspiration whose energy must be protected and renewed. Supporting them isn’t charity—it’s visionary leadership.

Support matters because it:

1. Turns excellence from a burden into a sustainable asset

When teachers are supported, their creativity multiplies. They evolve from high achievers into mentors who elevate the system. Research by the RAND Corporation confirms that administrative support is the most critical factor in retaining top talent, transforming excellence from a short-term advantage into a long-term institutional strength.

2. Creates accurate role models

Supporting top performers sends a clear message that excellence is valued, fostering healthy competition. This reinforces what researcher John Hattie calls “collective teacher efficacy”—a shared belief among teachers in their ability to succeed—which he identifies as one of the strongest predictors of student achievement.

3. Balances ambition with well-being

High performance must coexist with professional wellness. Studies on teacher burnout show that administrative and psychological support are the first line of defense against exhaustion. Providing such support helps teachers maintain both excellence and mental health.

Evidence from the Field: What Research Tells Us

Global data and leading education systems all point to the same truth: neglecting high-performing teachers is costly, but investing in them builds entire ecosystems of success.

1. Lack of Administrative Support as a Key Cause of Teacher Attrition

“Treat your employees as if they make a difference, and they will.” – Jim Goodnight

Research from Harvard University shows that a supportive work environment is a key factor in teacher retention. Teachers who feel valued and heard in school decisions show higher commitment and stability. Studies also highlight that giving teachers autonomy, respectful leadership, and collaborative relationships increases the likelihood of them staying in the profession.

Additionally, investment in high-quality professional development not only enhances teacher performance but also increases their commitment compared to those who lack such support.

2. Investment as a Retention Strategy

The Abu Dhabi Department of Education and Knowledge (ADEK) offers a leading example through its excellence programs that empower top educators with advanced global training, mentorship, and moral recognition. These initiatives open new career pathways, elevate teaching quality, and ensure talent remains rooted within the system.

3. The High Cost of Losing a Star Teacher

Research by Raj Chetty and colleagues at Harvard University reveals that high-performing teachers have a lasting positive impact on students, including higher college attendance rates, greater lifetime earnings, and lower teenage pregnancy rates. Conversely, schools with high staff turnover experience a drop in student achievement of up to 10% of a standard deviation. The message is clear: keeping great teachers changes lives.

A Quick Diagnostic: Is Your School Protecting Its Stars?

Use this checklist to assess how well your school supports outstanding teachers:

Question	Yes / No
Does the team always rely on the same teacher for complex tasks?
Does the outstanding teacher complain about excessive workload?
Do they feel undervalued or unseen?
Have they stopped volunteering for things they once enjoyed?

If you answered “Yes” to two or more questions, your school is at risk of losing its brightest talent.

Action Plan with an Emotional Intelligence Lens

Below are five evidence-based strategies that connect leadership insight with human empathy—the foundation for sustaining excellence.

Step	Description	Emotional Dimension	Measurement
Step 1: Quarterly Appreciation Session	Hold one-on-one meetings every semester to express genuine gratitude and discuss personal goals and needs.	Strengthens a sense of belonging and recognition; the teacher feels seen and heard, not just used.	80% of teachers report feeling appreciated in post-meeting surveys.
Step 2: Fair Workload Distribution	Review teaching schedules and extra duties to prevent overload; set caps on additional assignments.	Promotes fairness and empowerment.	Absenteeism or sick leave decreases by 20% or more.
Step 3: Mentorship Program	Pair outstanding teachers with new or mid-level teachers to guide them professionally and pedagogically.	Gives meaning and leadership; reduces isolation.	Mentees’ performance improves by 25% or more after supervision.
Step 4: Personal Development Pathway	Provide ongoing training, specialized conferences, advanced workshops, or fellowships and research participation when possible.	Shows that the school invests in the teacher’s future, not just their present.	Noticeable change in teaching practices (methods, innovation, use of technology).
Step 5: Mid-Year Work-Life Balance Review	Conduct an open dialogue with the teacher mid-year to discuss workload and personal stress and identify ways to maintain balance.	Demonstrates genuine care for the person behind the professional; helps prevent burnout.	90% teacher retention rate; reduced stress-related complaints.

Keeping the Flame Alive

An exceptional teacher is not a “human resource” to be managed—they are a guiding light, a mirror of hope, and a catalyst for growth.

Left unsupported, even the brightest light will dim.

For educational leaders—especially across the Gulf—protecting excellence must become a strategic priority. Build systems that recognize, balance, and renew the energy of top performers. Do it not merely out of duty, but out of respect for the humanity behind every act of excellence.

+ Sources