But dysfunctional team members can create dissent among the all-stars, causing them to want a change and eventually leave.
Dysfunction is all around us. No one is perfect or expected to be perfect but there is a level of professionalism that is warranted to be around others at least 7 hours/day weekly. This means there should be a level of respect/common courtesy for others you work around to make the workplace amenable to thought leadership and great individual contributions. Unfortunately, too often poor leadership and mismanagement allows increased dysfunction that disrupt progress and slows down the efficiency of the solid workers.
Here is how to move the dysfunction away from the all-stars:
Address erratic behavior immediately. We all have our quirks but consistently coming in late and leaving early, taking unofficial long breaks with no explanation, blatantly trying to discredit other's reputation, misinterpreting what others say, having disregard for other's authority, and intimidating others in the workplace are just as unacceptable as missing deadlines or coming into work drunk or high. If the behavior is not stopped once discovered, it will continue. In fact, it will fester and the person has no reason to believe that he/she has to stop. Forget verbal warning. Write them up officially in an email. Poor behavior unaddressed is behavior condoned. Once your all-stars see this is accepted, frustration and lack of respect for your management skills are inevitable.
Involve yourself in their daily work. You must sit in on meetings with these individuals and sit with them at their desk/cubicle unexpectedly. It makes them aware that "big brother" is watching. Performance and behavior normally changes when people know someone of authority is watching them. There is a sense of urgency to get their act together because performing poorly independently cannot happen when management is around them. Assign clear tasks and deadlines that you to validate and check. The time you don't spend doing this leaves them more time to provide negative impact on your all-star performers.
Put the person on a special project. You can't put confidence in someone with low self-esteem. You can't make an insecure person secure. It only lasts a few moments and it wanes back to normalcy - who they really are. Insecurities are draining for top performers to be around and don't expect them to stay long if you are asking them to help the dysfunctional team member. If you have to keep the person employed for some insane reason, create or assign to a special project that does not require interaction with others - at least not your best people.
Protect your team. Take the actions necessary to get the great results as a whole by handling the dysfunctional members swiftly. After all you are judged by your results and if you can't lead, at least manage effectively for the good of the team.
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