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Dear Quota Team,
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I manage a team of 15 reps, and my problem involves my top performer. She exceeds quota by 30%+ every quarter but regularly skips team meetings, training sessions, and company events. When she does attend, she's usually late or leaves early. I've been reluctant to address this because her numbers are outstanding, and frankly, I don't want to risk upsetting her. I know that she can get a higher paying job in a second, but I assume she stays because I give her freedom. The problem is that other team members have started questioning why they need to participate in these activities when "Rachel (not her real name) doesn't have to." They're using her absence to justify their own attendance issues or minimal participation. How can I hold the rest of the team accountable while continuing to accommodate my star performer? Or should I finally confront her about her behavior?

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Concerned in New York

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Dear Concerned,

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Have a candid conversation with Rachel about how her absences are affecting team dynamics. Explain that while you value her performance, her behavior is creating resentment across the team. You may risk upsetting your top performer, but it seems like right now your inaction is upsetting everyone else on your team. Ask for her partnership in modeling the commitment you expect from everyone, emphasizing that her presence adds tremendous value to the team's collective success. Sometimes top performers don't realize their influence extends beyond their individual results. Good luck!