Managing a Toxic High Performing Employee in a Workplace filled with Cronyism and Nepotism

Managers are critical members of every organization. They are accountable for the team's overall performance and efficacy, and how successfully they handle a toxic individual can make or break production.

Dealing with toxic personnel, especially when they are excellent performers, is one of the most difficult issues that managers confront. Toxic employees have a negative attitude and behavior, which frequently includes bullying, undermining, and hostility. These personnel can be tough to manage and can wreak havoc on the team. Furthermore, because they require more attention and effort than other employees, they might be a drain on resources.

Managers must be aware of the signs of a toxic employee in order to spot possible problems before they get too serious. Managers must be proactive in dealing with inappropriate behavior and ensure that employees are provided with clear standards and expectations. This will aid in the establishment of boundaries and guarantee that poisonous behavior is not accepted.

In addition to setting boundaries, managers must ensure that their staff receive enough support and advice. This will keep team relations healthy and employees feeling supported. Furthermore, managers must recognize and promote positive behavior in order to foster a pleasant environment in which employees feel valued and engaged.

Finally, managers must grasp the impact of a high-performing toxic employee. While they may appear to be a valuable asset, they can be a drain on resources and a major disturbance to the team. As a result, it is critical that managers take the necessary procedures to guarantee that the toxic person is effectively handled. This will help to reduce the effects of their behavior while also ensuring that the team remains productive and effective.

What factors contribute to toxic workplace employees?

In the workplace, a high-performing toxic individual can have a major negative impact on morale and productivity. A lack of accountability, hostile interactions with coworkers and supervisors, a sense of entitlement, a lack of respect for the work environment or rules and regulations, a lack of understanding of the job or company culture, or a desire to gain power and recognition at the expense of others are all common causes of toxic behavior in the workplace. These kinds of behaviors can foster a culture of fear and distrust in the workplace, as well as lower production and morale. Employers must recognize the indicators of toxic conduct and handle them promptly in order to prevent the toxic employee from having a long-term detrimental impact on the workplace.

What is the connection between Cronyism, Nepotism and toxic employees?

Nepotism is the practice of giving preference to relatives for jobs or other opportunities based on family ties rather than merit. Cronyism is the spoils system practice of partiality in awarding jobs and other advantages to friends or trusted colleagues, especially in politics and between politicians and supportive organizations. Unfortunately, these are prevalent behaviors in the workplace today, and it can result in unpleasant, high-performing individuals.

 According to Statista, research conducted in 2019 found that cronyism and nepotism can lead to a decrease in overall employee morale and productivity, with 61% of respondents saying that these practices are toxic to the workplace. Additionally, 38% of respondents reported that cronyism and nepotism have a negative impact on workplace culture.

According to research, when nepotism exists in a business, employees are less productive, more entitled, and less involved in their work. Because everyone is aware of the preference extended to particular individuals, this can breed suspicion and animosity among employees. As a result, employees become less driven to perform well and instead concentrate on finding ways to gain favor with decision-makers.

Nepotism, in addition to generating a hostile work atmosphere, can result in the hiring of unqualified, high-performing personnel. When family connections are the most important consideration in recruiting, it is practically inevitable that the best candidate will not be chosen. As a result, firms may be left with employees who are unable to meet the demands of the role while yet performing well enough to be considered successful.

Cronyism in the workplace is expected has serious consequences, with a higher concentration of power in the hands of a few chosen individuals and groups. This may result in a lack of diversity because people in power will likely favor individuals who share their viewpoints. This could lead to a toxic work atmosphere in which employees believe their voices are not being heard and their ideas are being ignored.

Furthermore, cronyism may reduce productivity since people in authority are more likely to prioritize personal interests above those of the business. Finally, cronyism may result in unethical behavior, with people in power making decisions that suit their own interests without regard for the broader good of the business.

According to a report by the African Development Bank, cronyism in the workplace in Africa is a widespread problem. In some countries, such as Nigeria and South Africa, cronyism is a serious concern among workers. The report revealed that over 50% of African workers have faced discrimination or favoritism in the workplace due to cronyism. Other countries, such as Ethiopia, have been found to have a relatively lower level of cronyism in the workplace. The report also indicated that cronyism can be found in all types of industries, including the public sector.

A report from the International Labour Organization on Zimbabwe, highlights that cronyism in the workplace is a widespread and deeply entrenched problem. Employees are often hired and promoted based on personal relationships, rather than merit. This has resulted in a lack of job security and a feeling of inequality in Zimbabwean workplaces. In addition, the prevalence of cronyism has stifled productivity, effective management, and economic growth.

Finally, nepotism is unacceptable in the workplace. Hiring should always be prioritized by managers and organizations based on merit and performance. This ensures that only the best and most qualified candidates are chosen for crucial roles, fostering an environment in which all employees may thrive.

Dealing with Toxic Employees: Possible Solutions

Dealing with a toxic, high-performing employee is one of the most challenging issues a manager can confront. This person may be quite productive, but their nasty attitude or behavior can be detrimental to morale, productivity, and the general work environment. The best strategy to tackle this scenario is to confront it as soon as possible and directly.

However, a manager in a workplace with cronyism and nepotism must take extra care when dealing with a high performer who is also a toxic employee. It is important that the manager be objective and consistent when addressing any issues with the employee and apply the same standards of behavior to all employees regardless of any relationships that may exist between them.

First and foremost, it is critical to maintain open and honest communication with this individual. Make your expectations clear and ensure that they realize what behaviors are undesirable. Document the conversations that occur if necessary and ensure that they are aware of the implications of their behavior.

The manager should also be sure to document any conversations with the employee. This is important in any workplace situation, but especially in an environment with cronyism and nepotism, as it helps eliminate any perception of preferential treatment.

The manager should also be sure to set clear expectations of their employees and hold them accountable to these expectations. The manager should also be sure to identify any underlying issues that could be causing the toxic behavior and work with the employee to address these issues.

Additional resources, such as coaching or training, might also be beneficial in assisting them in becoming better team members. If all else fails, disciplinary action, such as suspension or termination, may be required.

Finally, it is critical to foster an environment in which everyone feels safe and valued. Encourage open communication and the development of a trusting culture. Make sure everyone understands the organization's principles and expectations and recognize and promote positive behavior. This will result in a more flourishing environment for employees.

Overall, managers are crucial in dealing with toxic personnel, especially when they are great performers. It is critical that they recognize the indicators of a toxic employee and take the necessary steps to guarantee that this conduct is handled. They must also guarantee that staff receive enough assistance and supervision, and that positive behavior is recognized and rewarded. Managers can help to limit the effects of a toxic employee by taking these actions to ensure that the team remains productive and effective.