Leaders have a responsibility to hire and retain top talent, but strong performance does not excuse toxic behavior. In a perfect world, high performers would also be respectful teammates who contribute to a positive workplace culture. Unfortunately, some top performers have never been held to account for toxic behavior because leaders were afraid to lose the revenue they generate. Over time, this creates frustration and resentment as co-workers grow tired of navigating the high performer’s disrespectful conduct and apparent immunity from consequences.
Chris Pearse, author of The Broken CEO and The Struggling Entrepreneur, calls this the Brilliant Jerk Paradox because they bring in the revenue while simultaneously destroying company culture. He goes on to explain that the “Toxic High Performer” (or Brilliant Jerk) is the most dangerous asset a company can have. They appear like a win but ultimately cost the company innovation, speed, and leadership authority.
Top 6 Tips for Handling Toxic Top Performers
A top performer who has been allowed to disregard the impact of their toxic behavior will not change without intervention. Here are five tips for handling high performing employees with challenging behaviors:
- Identify the Problem. Take the time to write down the problems that the employee is causing by identifying specific behaviors that are disrupting the team or dampening morale. Schedule a meeting with the employee to discuss your concerns using fair but clear language. Provide a specific example of a recent time that their behavior was problematic. For example, “During yesterday’s team meeting, you interrupted Sarah several times while she was speaking. That behavior makes it difficult for others to contribute and is starting to affect team morale.”
- Sincerely Listen to Their Point of View. Give the employee an opportunity to explain their perspective without interrupting or becoming defensive. You might say, “We greatly value your contributions to the team and I’d like to hear your perspective on what happened.” There may be underlying frustrations or misunderstandings contributing to the behavior. Listening does not mean excusing the conduct, but it does help create a more productive conversation and increases the likelihood that the employee will engage in improving the situation. If the employee struggles to explain, ask direct but open-ended questions such as, “How did you view that interaction?” or “Do you feel there are challenges within the team contributing to this dynamic?”
- Express Desire for a Mutual Solution. Once you have explained the issue and heard their perspective, shift the conversation toward improvement and shared accountability. Reinforce that the goal is not punishment, but creating a healthier and more effective working environment for both the employee and the team.
- Involve Them in Making a Plan to Fix the Problem. Work with the employee to develop clear, actionable steps for improving their behavior and interactions with the team. Asking the employee to participate in creating the plan encourages accountability and increases buy-in. The goal should be realistic, measurable behavioral changes that improve team dynamics and overall workplace morale. For example: I will ask at least one sincere question at each team meeting to gain the perspective of a colleague.
- Identify How Success Will Be Measured. Establishing measurable benchmarks creates accountability and gives both the manager and employee a fair way to evaluate progress over time. Focus on observable goals such as fewer interruptions during meetings, more respectful communication with coworkers, improved collaboration, or reduced complaints from team members.
- Schedule Follow Ups. Follow up a week, a month, and three months later. Provide direct feedback about how well the employee is meeting their goals. If positive steps have been taken, recognize this progress while identifying any continued areas of weakness. At the 3-month mark, it may be a good time to review any complaints that have been made in recent months and identify whether any new goals should be set.
Solve Complex Problems with Professional HR Support
Seay HR provides a broad range of HR services designed to support your business’s growth and ensure compliance with all state and federal employment regulations to eliminate financial exposure in these areas. We also advise on organizational design, provide management support and training, and guide teams through employee relations issues.
Our team helps leaders address toxic high performers by providing clear, compliant guidance on documenting issues, managing performance conversations, and taking consistent corrective action that protects your business.
We’re ready to help! Contact us today to learn more about how we can support your business.
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