THE CASE: The Brilliant Jerk
Amit is a rockstar engineer. Brilliant code, ships fast. Also: belittles colleagues, creates fear, information hoards. 4 people quit citing him. Net impact: Negative. His output doesn't cover the damage.
Toxic high performers cost 2X their value (HBR). They drive others to quit (35% turnover increase). They suppress team performance (28% lower). Culture damage is exponential.
The Evidence
Toxic stars: 2X net cost (HBR)
35% more turnover in toxic teams (Gallup)
28% lower team performance (MIT)
The Toxicity Framework
Diagnose: Is This Person Net Positive?
- How many people have quit citing them?
- What's the team morale around them?
- Would top performers refuse to join their team?
Address: Clear Feedback
"Your results are excellent, but your behavior is costing us more. Specific change required: [X]. Timeline: 90 days. Consequence: exit."
The Experiment
If you suspect a toxic high performer: Anonymous team survey. Calculate true cost. Have the conversation.
Sources
- HBR. The Cost of Toxic Employees. 2022.
- Gallup. Toxicity and Turnover. 2023.
Key Takeaways
- Toxic high performers cost 2X what they contribute
- They drive 35% higher turnover and 28% lower team performance
- Address behavior directly with clear expectations and timelines