Great Employees Need Mentors

I came across this question recently — someone shared that one of their team members had completely redesigned how the team works, taken on way more than expected, and was already running out of things to do. Smart, self-driven, and impactful. But the role (and maybe the company) just isn’t big enough for her.

Here’s how I responded:
Talents like this are rare, but instead of asking how to use her, ask yourself: how can I mentor her?

You’ve got someone with the right attitude and serious ability. Someone who could really benefit from your experience — and who might even elevate your game, too. The fact that you're thinking this way already tells me that's happening.

Let’s be honest — she’ll find another job soon enough. And there’s no amount of money that can make boredom feel fulfilling. But if you play the long game — if you help her grow into her next step, and the one after that — there might be a place for her in your organization down the road. And when that moment comes, you’ll know exactly who to call.

In the meantime? You get to be part of her story. You get to work with someone who inspires you. That’s the best part of being a manager — when someone makes you want to be a mentor.

So think long-term. Have real conversations about her goals and ambitions. Show her what she means to you — and open up your wisdom. If you do, she’ll remember you. And that kind of loyalty? It pays dividends that no compensation package ever could.

I’m a career coach who works with managers, business owners, and high performers to navigate growth, uncertainty, and change — especially when people move faster than the system around them.

If this sounds familiar, let’s talk.