How to Deal With a Toxic Top-Performer

Overview
The article explains how founders can address a high-performing but toxic employee. It argues that relying on personality alone is insufficient and suggests shifting to clear structures and processes to mitigate cultural damage while retaining technical expertise.

Key Takeaways

• Identify toxic behaviors early and separate them from performance metrics.
• Implement clear role definitions, decision-making frameworks, and accountability structures.
• Use structured feedback loops and performance reviews to align behavior with company values.
• Consider re-assigning or transitioning the employee if structural fixes fail.
• Preserve the individual's domain expertise through documentation and knowledge sharing.

Who Would Benefit

• Startup founders and CEOs
• Engineering managers and tech leads
• HR professionals handling high-performer issues
• Team leads dealing with cultural toxicity

Frameworks and Methodologies

• RACI matrix for decision authority
• Structured 1-on-1 feedback cycles
• Behavioral competency frameworks