Rockstar team members don’t just show up and stay loyal because you cut a check.
They stay because they’re seen, supported, challenged—and given the tools to win.
Every time a client complains about a struggling team member, I ask the same question:
“Have you empowered them to succeed?”
Because most of the time, it’s not a people problem.
It’s a leadership problem.
If you want high performers—not just warm bodies—this is what your team is silently asking for.
Let’s dive into the five things they desperately need from you:
1. Vision: What Are We Building, and Why Does It Matter?
Most entrepreneurs spend years with their vision before ever sharing it with their team.
You’ve lived in the dream.
You’ve seen the potential.
You’ve envisioned the impact.
But if your team hasn’t?
They’re just showing up to complete tasks. Not build a mission.
“I’m working here to put a man on the moon.”
That’s what a janitor at NASA once said.
He wasn’t sweeping floors.
He was changing the world.
That’s what casting vision does—it connects mundane tasks to meaningful results.
You want your assistant to manage your calendar with purpose?
Show them how their work is impacting doctors, patients, or communities.
Vision should show up in every meeting.
Every post.
Every moment of feedback.
If you don’t say it, they won’t see it.
And if they don’t see it, they can’t build it.
2. Key Metrics: Show Them How to Win
High performers want to win.
But they can’t win if they don’t know how the game is scored.
Your front desk team isn’t just checking patients in.
Your practice administrator isn’t just putting out fires.
Your assistant isn’t just organizing your inbox.
Each of them needs to know:
- What does success look like for this role?
- What numbers show me I’m winning?
- What results do I own?
This doesn’t have to be complex.
For some team members, it’s 5–7 clear metrics.
For others, it’s daily or weekly KPIs.
If your business were a sport, would they know where the goalpost is?
In sports, you win by scoring more.
In business, you win by clarity and ownership.
Show your team the scoreboard.
Make it obvious.
Make it measurable.
And celebrate every win.
3. Training: Invest Before You Expect
Plug and play? That’s a fantasy.
Even top-tier hires can’t read your mind.
They didn’t grow up in your systems.
They don’t know your preferences.
They’ve never run a business like yours.
Training is not optional—it’s the bridge between hiring and results.
Whether it’s a 30-day onboarding process or weekly coaching calls, here’s the truth:
The more you train, the faster they thrive.
And don’t worry if they leave after you’ve invested time.
Worry about what happens if they stay and stay untrained.
One doctor put it perfectly:
“The time I spent training my practice administrator in the early days is the reason I can now leave for weeks and the office runs without me.”
Training is the gift that keeps giving.
And if you think you don’t have time to train?
You’ll definitely spend time fixing the fallout later.
4. Accountability: What Gets Measured, Improves
Let’s not sugarcoat it:
Champions thrive on accountability. Tire kickers avoid it.
If you want A-players, give them weekly accountability.
- Review the metrics.
- Ask what’s working.
- Identify what’s not.
- Adjust. Support. Repeat.
Every week.
Not once a quarter.
Not only when there’s a fire.
Weekly.
This rhythm trains your team to see their numbers in their sleep.
It makes winning a habit.
Avoiding these conversations because you dislike conflict?
You’re not alone. Many physician leaders are conflict-averse by nature.
But if you avoid accountability, you invite dysfunction.
Your team needs the check-ins.
Your team wants to be held to a standard—because it proves you believe in their potential.
5. Care: See the Person, Not Just the Role
Behind every email answered and patient scheduled is a human being.
They want to be seen.
They want to grow.
They want to know that you care.
Simple things matter:
- Ask about their goals.
- Celebrate their wins.
- Check in when performance dips.
Is it a systems issue? Or is their kid sick and they haven’t slept?
Sometimes your best people are struggling silently.
Don’t assume. Ask.
When you lead with care, people don’t just work hard.
They go above and beyond.
They don’t just stay for the paycheck.
They stay because they feel valued.
And when people feel valued, they create value.
Recap: Here’s What High Performers Need From You
Let’s keep it simple.
If you want high performers, give them:
- Vision – Show them why their work matters.
- Key Metrics – Make winning obvious.
- Training – Set them up to succeed.
- Accountability – Meet weekly. Measure what matters.
- Care – See them. Support them. Value them.
If you’re missing one? Start today.
If you’re missing all five? Start anyway.
This isn’t a guilt trip.
It’s your playbook.
Because when you show up like that kind of leader?
Your team becomes the kind that builds a business beyond your wildest expectations.
They’ll solve problems before you see them.
They’ll bring ideas you never thought of.
And they’ll say years from now:
“That was the best time of my career.”
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