When high performers poison your culture, results aren’t enough. Learn how to spot toxic top talent, protect your team, and lead with courage.
They’re your highest achiever. Your most visible success story.
But behind the scenes, they’re draining morale, alienating teammates, and eroding trust one meeting at a time.
Welcome to one of the most dangerous dynamics in leadership:
The toxic high performer.
These are the team members who produce undeniable results while quietly poisoning your culture. And unless you act early, they can do more damage than any underperformer ever could.
This article is your guide to spotting the red flags, navigating the politics, and making the hard leadership decisions that protect your team’s long-term health—before it’s too late.
Why Top Performers Get a Free Pass
Let’s be honest: performance buys power.
When someone hits every metric, brings in big deals, or delivers faster than anyone else, they earn the benefit of the doubt—often more benefit than they should.
It’s tempting to say:
“They’re a bit abrasive, but that’s just their style.”
“We can’t afford to lose them right now.”
“Let’s wait until things calm down before addressing it.”
And just like that, their behavior becomes untouchable.
This creates a dangerous precedent:
High output becomes a shield for low character.
But culture doesn’t care how much someone produces. It responds to how people make others feel. And the longer toxic behavior is tolerated, the more it spreads.
The 5 Signs Your Top Performer Is Poisoning the Culture
Not all high performers are toxic.
But toxic high performers almost always show the same patterns:
1. They Undermine Others Privately
They dominate in meetings but whisper criticisms behind closed doors.
They sow subtle doubt: “I’m not sure she’s ready for that project” or “He’s just not thinking strategically.”
This isn’t feedback—it’s sabotage disguised as concern.
2. They Hoard Credit and Withhold Information
They present team wins as their own.
They leave teammates out of key conversations or hoard context to stay indispensable.
If your team starts saying, “I had no idea that decision was made,” you have a trust problem.
3. They Manage Up and Bully Down
They charm executives but intimidate peers and subordinates.
Their behavior changes based on who’s in the room.
Psychological safety plummets—but leaders often don’t see it until it’s too late.
4. They Weaponize ‘Urgency’
Every request is urgent. Every mistake is someone else’s fault.
They create constant stress to maintain power.
Over time, their team burns out while they shine.
5. They Use Performance as a Shield
When confronted, they deflect: “Look at my numbers.”
They act like results excuse behavior.
This is manipulation—high-functioning, well-dressed manipulation.
What You’re Really Teaching Your Team
Every time you ignore a toxic high performer, you’re sending a message:
Results matter more than people.
And your team hears it.
- They stop speaking up.
- They stop trusting leadership.
- They stop trying—because the rules clearly don’t apply to everyone.
The best people leave quietly. The worst people adapt the same tactics.
You don’t just lose one toxic person—you inherit a culture of fear.
Case Study: The Star Who Wrecked the Room
One company I consulted had a sales director—let’s call him “Alex”—who outperformed every rep on the floor. Quarter after quarter, his numbers led the board.
But under the surface?
- He belittled junior reps in Slack threads.
- He demanded weekend work without approval.
- He took client leads meant for teammates.
- He shot down ideas from others out of self-interest
Turnover in his region was the highest in the company. But leadership hesitated.
“We can’t lose Alex. He’s half our revenue.”
Six months later, three senior team members resigned in one week.
When leadership finally let Alex go, client trust was shaken, morale was low, and rebuilding took nearly a year.
Alex wasn’t irreplaceable.
But the damage he caused? Nearly irreversible.
Why This Keeps Happening
Three reasons:
- We mistake results for character.
Great performance doesn’t mean someone has great judgment, self-awareness, or integrity. - We fear short-term loss more than long-term risk.
It’s easier to delay a tough decision than deal with disruption. - We reward ‘heroic effort’ over healthy systems.
High performers often thrive in chaos—because they create it.
So What Should You Do?
It takes courage to confront a toxic high performer.
But it’s not just brave—it’s smart.
Here’s how:
1. Document Behavior, Not Just Feelings
Don’t rely on vague impressions like “They’re a jerk.”
Track patterns:
- Dates of conflicts
- Specific comments or actions
- Impact on team performance
Facts protect you—and your team.
2. Use the ‘Triple Lens’ Performance Review
When evaluating top performers, look at:
- Results (metrics, revenue, output)
- Relationships (team feedback, collaboration, morale)
- Reputation (how others experience their leadership)
If one lens is cracked, the picture isn’t complete.
3. Have the Hard Conversation
Speak clearly. Use direct examples. Avoid fluff.
“You’re hitting your targets, but your leadership style is damaging trust. That’s not sustainable here.”
Let them know:
Performance is the floor, not the ceiling.
How they treat people matters just as much as what they deliver.
4. Give a Path—but Set a Deadline
Offer a chance to change—with structure:
- Coaching or mentoring
- 360-degree feedback
- Regular check-ins
But set a timeline. Toxic behavior doesn’t get unlimited grace.
5. Don’t Wait to Protect Your Culture
If they won’t change—cut ties.
Letting go of a toxic high performer might feel like a loss.
But here’s what you gain:
- Psychological safety
- Team alignment
- Loyalty from those who stay
- A reputation for values-driven leadership
And often?
Performance actually improves—because the fear fog lifts.
Tools to Help You Move Forward
Here are practical resources to strengthen your leadership muscle around this issue:
- Leadership Gaslighting: How Good Leaders Accidentally Undermine Trust
- Psychological Safety Audit: Free Team Health Diagnostic
- The Trust-Building Toolkit for Leaders
Final Word: Don’t Confuse Influence With Impact
It’s easy to mistake loud success for leadership.
But true leadership is quiet, consistent, and trustworthy.
The most important thing you protect as a leader isn’t performance.
It’s people.
So next time you’re tempted to let a top performer slide because they’re “just too valuable,” ask this:
What’s the cost of keeping them—if everyone else starts leaving?
Let’s Build Better Cultures
The Influence Journal is where we explore the psychology of leadership, trust, and organizational culture.
If you care about becoming a leader people want to follow, not just obey—this is your place.
- Follow for more weekly insights.
- Subscribe at influencejournalforleaders.com
- Download The Trust-Building Toolkit—a free, research-backed guide with 7 practical strategies and a printable trust check-in worksheet you can implement with your team today.
Related Reading from The Influence Journal:
What Is Emotional Safety at Work? (And Why Great Leaders Prioritize It)
Leadership Gaslighting: How Good Leaders Accidentally Undermine Trust
The Leader Who Talks Too Much: Why Over-Explaining Kills Trust
The Psychology of Trust: Why People Follow Some Leaders and Not Others in 2025
The Psychology of Toxic Leadership: How Good Cultures Get Poisoned
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