Like it or not, you just can not escape this growing breed of employees who display negative behavioral patterns, but are also assets to the company.
Meet the high- profile employee who considers himself/ herself to be far superior than the rest. Though they might be productive, they suffer from serious attitudinal issues. What kind of issues you many ask? Bad people management skills? A self- indulgent approach? Rude behavior? Even the toughest HR people can get squeamish when it comes to disciplining these high profile problem employees. You need them because they are assets. Hence getting rid of them is not an option. Most of the cases of high- profile problem employees are the top performers who mostly are aggressive. Young achievers points out. As a career strategist I have worked with organizations where some high performers have begun to feel larger then the organization. I have always told HR to watch out for such signals and also monitor the attitude of key employees in the top/senior management who have been with same company for over a decade.
They are treated differently from other employees. Primarily because of the power equation. The visibility index, the hierarchical structure, the strong linkage they share with certain stakeholders in the company and/ or the superlative track record of the problem employee, How should an organization go about dealing with these high profile problem employee? No differentiation should be done on the basis of one’s profile in fact all employees should be treated a like. Follow polices and adopt grievance resolution frameworks. It is important for the long term profitability of the organization to create a culture where no employee is made to create a culture where no employees is made believe that he/ she is indispensable. Thus firms need to formulate polices and communicate them strongly. This way only equality shall prevail.