Mastering the Art of Dealing with Toxic High Performers: 5 Expert Techniques

Today, I want to discuss a topic that might make some of you uncomfortable but needs to be addressed: high performers who are terrible colleagues.

We've all seen it, the superstar sales rep who closes the most deals but also belittles their coworkers or the brilliant engineer who always delivers on time but never collaborates or shares knowledge—someone who always achieves their goals and exceeds targets but who is simply impossible to work with. These people are everywhere.

Maybe they are constantly belittling their colleagues, taking credit for other's work, or being rude. And yet, they seem to get away with it because of their exceptional performance.

But why is this a problem? Well, for starters, it creates a toxic work environment. No one wants to come to work and deal with a difficult colleague day in and day out. It will lead to decreased morale, increased stress levels, and a general sense of discomfort in the workplace. It can even lead to high turnover rates, which can be costly for the company.

It's unfair to the rest of the team, who might be doing good work but not getting the recognition they deserve simply because they aren’t mean. This behavior conveys that being a high performer is more important than being a decent human being. 

So, how can you spot this behavior? Here are some signs to look out for:

They talk over others during meetings and dismiss their ideas ALL the time.

They refuse to collaborate with others and often act like they are the only ones who know what they're doing.

They take credit for other people's work and rarely acknowledge the contributions of others.

They are often rude, dismissive, or condescending towards their colleagues.

They show little interest in building relationships with their team members and don't participate in social events or team-building activities.

If you've identified someone on your team who fits these criteria, addressing the issue before it causes further harm is essential. Here are some steps you can take:

Discuss with the person in question and clarify that their behavior is unacceptable. Provide specific examples and explain how their actions are affecting the team.

Encourage them to improve their interpersonal skills and offer resources to help them.

Make it clear that their performance will not be the only factor considered when evaluating their success on the team.

Consider implementing a feedback system where colleagues can share their thoughts on each other's performance, including their behavior towards others.

Finally, if the behavior continues, be prepared to take disciplinary action, including termination. No one should be allowed to create a toxic work environment, regardless of performance.

High performers who are terrible colleagues are a problem that can't be ignored. They create a toxic work environment, harm team dynamics, and send the wrong message about what's important in the workplace. It's up to managers to identify and address this behavior before it causes further harm. 

So let's work together to create a workplace where everyone is valued, respected, and treated with dignity.

Always wishing you the best,

Dr. Beckford

PS. Help your team reduce burnout and boost productivity! Click here to book me now for a stress reduction workshop or your next company retreat.