Fire your superstars and geniuses

There is a common story, or maybe I should call it a myth.

It centers on a supposed genius. Someone with specialized skills, unique contacts, or just too much history to let go.

The place would fall apart without them.

Unfortunately, he’s limping along with them.

They are toxic, abrasive, critical, or perhaps just plain lazy. They know that the organization needs them and intend to abuse that power.

What is the best approach?

Well, it’s probably to train them. To set clear expectations and make sure they adhere to them. To warn them that their behavior is not acceptable.

Maybe that will do the trick.

No?

So say goodbye, little bird.

A quick way to erode organizational trust is to break the rules. Sure, you’re expected to be on time and not make sexist comments at each other… but genius can get away with it. Maybe his manager likes him, but they’re not going to do anything about it.

The genie is clearly unhappy. Why else would they act this way?

And they are quickly making all their colleagues unhappy too.

Everyone else sees that bad behavior goes unpunished. They are often on the receiving end of it. They have to work hard to cover the masses of geniuses, tolerate their abuses and correct their mistakes.

And every time the genius’s colleagues complain, they always get the same answer:

“I understand your concerns. But we need you!”

It’s a mistake.

Organizational trust is your ultimate advantage. But it doesn’t come automatically. By default, it erodes over time. It is like a living system, requiring care and attention to thrive.

It requires you to be ruthless to protect it.

Any threat to trust must be corrected.

And these dysfunctional superstars are big threats.

Be ruthless in solving the problem. Remove them from your organization if necessary. You may experience some short-term pain. On the other hand, maybe not, maybe his value was mostly theater and illusions.

In the long term, though?

Your organization will be stronger for it.

When your actions align with your words, it builds trust.

So also the establishment demands high standards.

And showing that you care about everyone on your team, not just the so-called superstars.

I’ve seen the backs of corrosive individuals. Colleagues, bosses, subordinates: too many times to count. And every time, without exception, productivity immediately increases.

The same goes for moral and innovative thinking and other cool stuff.

Even if you don’t care about your employees, even if it’s Scrooge McDuck, chasing every penny, remove obstacles to trust, no matter how vital they seem. Your bottom line will thank you.