Why I’ll Never Keep a High Output Liability

One high performer can tank an entire culture.

Early in my career, I watched a slow-motion culture crash.

There was an employee who could close deals no one else could. His numbers were untouchable. But he also belittled teammates, hoarded information, and bulldozed meetings. I assumed our manager would step in. Instead, they brushed it off. “He gets results,” they said, as if that was the only metric that mattered.

By the end of the year, our best people were gone. Collaboration was a memory. The team that once trusted each other now tiptoed around every interaction. Sure, he was still hitting his targets, but the rest of us were already halfway out the door.

Here is what I learned the hard way:

• Talent does not excuse bad behavior.
• People will leave a toxic environment faster than they will leave a tough workload.
• The long term cost of tolerating it will always outweigh the short term gains.

A high output liability does not just harm morale. They set a new standard for what is acceptable. Others start thinking, If he can get away with it, maybe I can too. Soon, you are not just managing one problem. You are managing a culture shift you never wanted.

If you want to protect your team, here is what works:

1. Address toxic behavior immediately, even if the person is your top performer.
2. Have a clear code of conduct and apply it consistently. Exceptions signal that rules are flexible for the “right” people.
3. Reward collaboration as much as individual wins so that success is not measured only by solo achievements.

If you are stuck working with a toxic teammate

Sometimes you cannot remove them. Sometimes they are in another department or have protection from higher up. In those cases, focus on controlling what you can.

• Document harmful behavior with specifics so you have a clear record if you need to escalate.
• Limit unnecessary interactions to protect your own energy.
• Build stronger relationships with other colleagues so you have a supportive network.
• Keep your work transparent and well-communicated so there is less room for them to twist narratives.
• Prioritize your mental health. If the environment continues to drain you, start quietly exploring other options.

A high output liability is not an asset. They are a slow leak in the foundation. The real stars are the ones who raise the bar and bring others with them.

The question is not whether you can afford to lose them.
The question is whether you can afford to lose everyone else.