It’s easy to assume that when someone complains about a colleague, the problem lies with the complainer. Especially when the person being accused happens to be your top performer.
They’re productive, reliable, and make your job easier. They’re warm and friendly with you, always ready to help, and seem to be a model employee. So when someone raises a concern about them, your instinct might be disbelief.
But here’s the uncomfortable truth: sometimes your best performer is also your biggest problem.
When Success Masks Destruction
Great performance can hide toxic behavior. Some of the most destructive team members are also the most charming. They know how to “manage up,” cultivating strong relationships with managers while quietly undermining colleagues.
This dynamic isn’t new. Think of corporate fraud cases where trusted, high-performing employees deceive their employers. The same kind of deception can occur in day-to-day workplace dynamics—less visible, but just as damaging.
A toxic high performer can erode trust, morale, and psychological safety, all while maintaining a spotless image in the eyes of leadership.
Warning Signs to Watch For
One clear indicator is divided opinions within your team. If you notice that some people defend the person fiercely while others are visibly upset by them, pay attention. That split often signals manipulation or hidden bullying.
Toxic individuals are masters of the “lick up, kick down” pattern—deferential to authority but dismissive or cruel toward peers and subordinates.
When you hear mixed feedback about someone, don’t dismiss it as “personality clashes.” Investigate carefully.
What Happens When You Ignore It
Left unchallenged, toxic high performers grow bolder. They learn that charm and results protect them, and their behavior escalates.
Many managers only realize the damage after the team’s trust has eroded, engagement has plummeted, or valued employees have left. By then, the cost is high—not just in turnover, but in culture.
Averill’s Story
Averill* (not her real name) once managed a team with a rising superstar. He was brilliant, ambitious, and seemed indispensable. When a team member accused him of bullying, the organization looked the other way.
Months later, he turned on Averill herself. HR dismissed her concerns—after all, he was the superstar. The experience left Averill bruised and disillusioned. Eventually, she resigned, taking her skills and trust with her.
The damage wasn’t just to her—it rippled across the team.
The Lesson for Leaders
If someone complains about a high performer, don’t dismiss it outright. Investigate early, listen carefully, and keep an open mind.
Believing that “it couldn’t be them” is exactly how toxic behavior thrives.
Even the nicest, most competent person can be the most damaging.
Book a Free Game Plan Call today to uncover and address hidden conflict before it damages your team.
| P.S. We can offer this training online for those who are unable to attend a workshop. We hold public workshops in Wellington throughout the year or in-house workshops anywhere in New Zealand. Get in touch if you want. Call me on 027 246 0411 to chat about how we can help your situation. contact us directly. |
