We've all seen it: the incredibly skilled team member with a terrible attitude. They produce fantastic results but leave a trail of negativity in their wake. While some managers hold onto these "stars," it's a recipe for disaster that can poison your entire orthodontic practice. Here's why keeping a disruptive high performer is a bad idea for long-term success:

Negativity Breeds Misery: A bad attitude is contagious. It creates a stressful, uncomfortable environment where others, fearing outbursts, become withdrawn, disengaged, or even act similarly. This domino effect brings down morale and productivity for everyone.

Fear Silences Potential: When negativity goes unchecked, it sends a message that bad behavior is tolerated. This breeds fear and resentment among other team members. They may feel undervalued and hesitant to speak up, hindering collaboration and innovation in your practice.

The Myth of the Superstar: No one is irreplaceable ⬅️ read that again! While top performers may seem essential, keeping them around hinders your team's development. Cross-training using a platform like Trainual, where team members learn each other's skills, fosters resilience and adaptability. If the top performer leaves, the team can absorb their workload without significant disruption.

Invest in Growth, Not Headaches 😵‍💫 : The energy you spend managing a disruptive employee is energy stolen from nurturing the rest of your team. Instead of fostering resentment, invest in growth and development for everyone. Positive reinforcement, clear communication, and a focus on collaborative problem-solving create a thriving, productive environment.

Here are a few tips to address a disruptive high performer:

📄 Document the Issues: Keep a record of specific incidents where their behavior has negatively impacted the team.

🎙️ Direct Communication: Schedule a 1:1 PIP (performance improvement plan) to discuss their behavior and its impact on the team. Focus on specific examples and outline the expectations for a positive work environment.

💞 Offer Support: If their negativity stems from a lack of communication skills or emotional intelligence, provide them with resources like DiSC to help them improve their behavior.

✋🏽 Set Clear Boundaries: If coaching doesn't improve the situation, you may need to lay down the law. Make it clear that continued negativity will result in disciplinary action, including termination.

✌🏼 Sometimes Letting Go is Best: If their behavior is consistently disruptive and a detriment to the team, despite your efforts, termination may be necessary to protect the overall morale and productivity of your practice.

Remember, toxic behaviors do not  thrive in environments that value respect, collaboration, and growth.