Managing Difficult High Performers
As a leader, your challenge is to harness a high performer’s skills while mitigating the negative impact of their behavior. This article explores strategies for managing difficult high performers effectively, balancing their contributions with the team’s needs.
Every leader dreams of having a team entirely of high performers—those rockstar employees who deliver exceptional results, take the initiative, and push the organization forward. But what happens when those same high performers become, well, difficult? Enter the “brilliant jerk.” These individuals are incredibly talented but can be a nightmare to manage, disrupting team dynamics, ignoring feedback, and sometimes alienating their colleagues.
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You can also check out Overcoming The Five Dysfunctions of a Team: A Field Guide for Leaders, Managers, and Facilitators.
Identifying High Performers
High performers typically exhibit the following traits:
Self-sufficiency: They require minimal supervision and thrive when given autonomy.
Problem-solving skills: They proactively tackle challenges and often find solutions others miss.
Continuous learning: They stay ahead of industry trends and invest in self-improvement.
Consistently high output: Their work is efficient and of high quality.
Strong influence: Their expertise and results often make them natural leaders.
However, when these individuals develop challenging behaviors, their impact on a team can shift from being an asset to a liability.
Recognizing Difficult Behaviors
Not every high performer is a brilliant jerk, but certain behaviors can indicate that their performance comes at a cost:
Malicious compliance: They follow instructions to the letter but refuse to adapt or think beyond the rules.
Entitlement: They act as though their contributions place them above company policies or teamwork.
Poor collaboration: They prefer working alone and may dismiss others’ ideas openly.
Resistance to feedback: They reject constructive criticism or even become hostile when challenged.
Disruptive influence: They create friction within the team, affecting morale and productivity.
Recognizing these behaviors early is crucial, failure managing difficult high performers can damage your team’s culture long-term.
The Advantages and Disadvantages of Brilliant Jerks
Having a difficult high performer on your team is both a blessing and a curse. Here’s the breakdown:
Advantages:
High impact: Their skills can drive projects forward at an accelerated pace.
Innovation: They often challenge the status quo and push for better solutions.
Productivity boost: When properly managed, they can inspire others to perform at a higher level.
Disadvantages:
Team disruption: Their behavior can lower morale and create workplace tension.
Knowledge hoarding: They may refuse to share expertise, limiting the team’s growth.
Attrition risk: If their attitude causes enough friction, it could lead to valuable team members leaving.
Balancing these factors requires strategic leadership, maximizing their talents while minimizing their negative impact.
The Role of Team-Focused Members
While brilliant jerks may drive results, team-focused members are the glue that holds a department together. These individuals prioritize collaboration, communication, and mutual success over individual achievements.
Pros of Team-Focused Members:
Strong collaboration: They encourage knowledge-sharing and teamwork.
Stable morale: They contribute to a positive workplace culture.
Reliable execution: They may not be rockstars, but they ensure consistent, high-quality work.
Cons of Team-Focused Members:
Limited disruption: While they maintain stability, they may not challenge inefficiencies.
Less individual innovation: They focus on group success, sometimes at the cost of independent breakthroughs.
The best teams balance high performers and strong team players, ensuring that each individual’s strengths complement the overall dynamic.
Managing Brilliant Jerks Effectively
If you have a brilliant jerk on your team, don’t immediately view them as a lost cause. Here are strategies to lead them effectively:
1. Provide Challenging Opportunities
High performers thrive on complex projects. Assign them tasks that stretch their abilities while aligning with company goals. You can keep them engaged and reduce disruptive behavior by channeling their energy productively.
2. Set Clear Expectations
From day one, let them know that technical skills alone don’t define success. Collaboration, attitude, and respect for others matter. Be explicit about expected behaviors and team norms.
3. Foster Autonomy with Support
Give them room to work independently but ensure they understand they’re still part of a team. Regular check-ins help maintain alignment without micromanaging.
4. Recognize and Reward Contributions—Strategically
Public recognition can motivate them, but be mindful of how you do it. Ensure that praise reinforces their results and positive behaviors, such as teamwork or mentoring.
5. Address Difficult Behaviors Proactively
If they display brilliant jerk tendencies, address them immediately. Provide constructive feedback, making it clear how their actions impact the team. Be firm—if they don’t change, be prepared to escalate.
6. Offer Growth-Oriented Feedback
Frame feedback in a way that appeals to their self-interest. Instead of saying, “You need to be a better team player,” try, “Developing stronger collaboration skills will position you for bigger leadership roles.”
7. Know When to Let Them Go
Not every brilliant jerk is worth the effort. It may be time to part ways if their behavior continues to damage the team despite interventions.
Conclusion
Managing a difficult high performer, i.e., the brilliant jerk, requires finesse, patience, and a firm hand. While their talent is undeniable, their behavior can’t come at the expense of team cohesion and morale.
By setting clear expectations, offering the right incentives, and addressing issues proactively, you can harness their strengths while maintaining a healthy, productive work environment.
Leadership isn’t just about managing top performers—it’s about creating a team where everyone thrives. Sometimes, that means coaching brilliant jerks into better team players. Other times, it means making the tough call to move on.
Either way, your leadership defines the culture, and how you handle these individuals will shape your team’s long-term success.
