What happens when your top performer becomes a “destructive star”? They hit every target but leave friction behind—poor attitude, resistance to feedback, or entitlement. High performance doesn’t excuse toxic behavior. In fact, ignoring it can cost your culture more than you think. 

The Hidden Cost of Negative Behavior 

When someone consistently exhibits toxic behavior, the ripple effect is real. Morale suffers, teamwork stalls, and the sense of belonging erodes. High performance doesn’t give anyone a free pass to undermine a respectful workplace, in fact, everyone at all levels has a duty to contribute to a safe, respectful working environment. Behavior is part of performance and managing it is essential. 

Why Stories Matter 

Behind every “destructive star” is a story and that story often explains more than we realize. 

I once worked with an employee who was struggling with unresolved grief. They appeared irritable and impatient, creating tension within the team. When we began the performance management process, the truth came to light: they had convinced themselves they could “handle it” and just needed to try harder to be patient. But willpower wasn’t enough. Through coaching and support, they acknowledged the impact of their grief, accessed resources, and gradually shifted their behavior. 

The transformation was remarkable. This employee began participating in social events, eating lunch with colleagues, and even helped others find their voice in meetings. What started as a performance management intervention became a turning point for them and the entire team dynamic. 

Contrast that with another case: an employee who simply refused to change. Despite clear expectations and multiple conversations, they felt no obligation to adjust their behavior. Eventually, progressive discipline led to their exit. While this isn’t the outcome we hope for, it’s sometimes necessary to protect the culture and well-being of the broader team. 

Turning Things Around 

So, what makes the difference? In my experience, employees who successfully turn things around share two things: willingness and support. Here’s what works: 

• Start with a real conversation. Most people don’t want to be “the problem.” Ask what’s behind the behavior; stress, perceived attacks, mental health concerns? Understanding doesn’t excuse bad behavior, but it informs your approach. 

• Set clear expectations. A respectful workplace policy is a standard everyone must uphold. 

• Build trust and accountability. Show the employee you’re invested in their success but hold them accountable. Be firm and fair, consistency is key. 

• Celebrate progress. What feels small to you may be a huge step for them. Recognize it. 

• Involve HR early. If you suspect a pattern, don’t wait. HR can help assess accommodation obligations and set expectations before issues escalate. 

The Payoff 

When a “destructive star” turns it around, the impact is profound. You preserve valuable skills and avoid losing a high performer that already knows the business and can deliver results. Beyond that, the cultural shift is powerful. Employees who have walked through this process often become champions of positivity and productivity. They inspire others, strengthen team dynamics, and sometimes even mentor colleagues who are struggling. 

The employee who overcame grief didn’t just improve their own behavior, they became a connector, helping others feel included and encouraging quieter voices to speak up. That kind of transformation is priceless. 

Final Thought: Not every story ends with redemption, but many do. With proactive management and genuine support, even the most challenging employees can become powerful contributors to a thriving workplace. 

 

Annie MacLeod is an HR Partner at uptreeHR, an outsourced Human Resource department for small to medium-sized businesses. Annie and the team are based in Halifax, Nova Scotia.

 

To book a complimentary 30-minute consult with uptreeHR, click here.