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Organizations sustainability largely depends on employees performance. Organizations usually implement the more intense work system to gain their appropriate growth. But employees performance needs to sustain for the long term growth. This review study intending to identify how the individual component of Transformational leadership able to sustain employees performance. This is a review paper in nature, so this paper reviewed previous studies and identified the relationship of Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Individual Consideration with Sustainable Employees Performance. Based on the discussion this study has future direction for researchers to study further.

Sustaining employees performance is a critical process. Employee sustainability is crucial for achieving organizational sustainability. For an organization, it's important to understand the individual employees perspective based on their age differences. Needs and resources are different for young employees and old employees. This paper proposes a model of sustaining employees performance of diverse age groups of employees by considering individual employee’s based on Herzberg two factor theory, the motivational theory of lifespan development, and transformational leadership theory. This is a conceptual paper in nature and has successfully developed a model. The proposed model has covered important areas which can create employees satisfaction to retain them in the organization. Employee retention has been proposed as a mediator which is a strong component to build employee’s sustainable performance. For the researcher and practitioners, it will be recommended to test this model to identify its impact on employees and employers.