How do I handle a top performer who suddenly resigns?

When a top performer resigns unexpectedly, first understand the reasons through an honest conversation before deciding whether and how to respond. Listen for whether the driver is compensation, growth, management, or something external, since that determines whether a counteroffer would address the real issue or merely delay the departure.

If you choose to make a retention offer, recognise that counteroffers often only postpone exits when the underlying reasons are unaddressed, and they can create equity issues with other staff. Regardless of the outcome, manage the situation professionally: plan knowledge transfer, document critical work, and treat the departure respectfully — how you handle exits shapes your reputation with both leavers and those who stay. The deeper response is to address the systemic causes so other strong performers don’t follow.