Dealing With Bad Attitude in High-Performing Employees

By Perminus Wainaina

As a leader, you highly appreciate employees who deliver results. But what happens when one of your best performers starts bringing negativity into the workplace? They meet their targets, but their dismissive tone and lack of teamwork are affecting the entire team.

Your average manager might ignore the issue because the numbers look good. But is that really the right thing to do? What if their attitude is quietly damaging team spirit, productivity, and even your own leadership credibility?

Talk to Them and Find Out What’s Really Going On

Before jumping to conclusions, have a private conversation with the employee. Instead of assuming they have a bad attitude, ask open-ended questions to understand what’s driving their behavior.

“I’ve noticed you haven’t been yourself lately. Is there something bothering you?” This gives them a chance to share any challenges they may be facing.

Their Attitude Might Be Holding Them Back

Even high performers need feedback. If their attitude is affecting teamwork, they might not realize how it’s limiting their own growth.

Instead of labeling them as difficult, focus on specific behaviors. You could say: “In meetings, your tone sometimes comes across as dismissive. This can make it harder for others to collaborate with you.” Helping them see the impact of their actions encourages change.

Help Them Understand That Growth Depends on More Than Just Skills

Most top performers want to grow in their careers, but leadership isn’t just about hitting targets. A strong leader knows how to inspire and support others.

You can say: “If you see yourself in a leadership role in the future, teamwork and communication will be key. Let’s work on refining how you interact with others.” This helps them understand that attitude affects long-term success.

Recognize Their Strengths, But Set Clear Expectations

It’s important to acknowledge their contributions while reinforcing the importance of a positive work environment.

You could say: “You’re a valuable part of the team, and your work is excellent. However, we need to ensure that everyone feels respected and motivated to work together.” This balances recognition with accountability.

Give Them a Chance to Improve, But Be Ready to Act

If the employee is willing to adjust their behavior, support them with mentorship or coaching. But if the attitude doesn’t change, be clear about the consequences.

You might say: “We all have tough days, but ongoing negativity affects the team. If things don’t improve, it could impact future opportunities.” If necessary, follow up with formal steps like performance improvement plans.

A Strong Team Culture Matters More Than One Person

No matter how skilled an employee is, no one is more important than the overall culture of your company. If their behavior continues to be toxic, it may be time to take action to protect the team.

If you’re dealing with a high performer whose attitude is affecting your workplace, don’t ignore it. At Corporate Staffing Services, we help business leaders handle difficult employee situations while keeping teams productive and engaged. Let’s talk—reach out today for expert HR support.