MEMBER COMMENTARY: TAKING ON TOXIC ROCK STARS IN THE WORKPLACE

By Marie Meak, Senior Bioprocess Associate, Bristol Myers Squibb

I am, by profession, a small part of the biotech industry. Nevertheless, I bring with me a strong background in leadership development and process improvement. The goal of my work is to help others through science and medicine. I hope this article offers other professionals insight on leadership and how to manage teams effectively.

In April 2022, amidst the Great Resignation, Harvard Business Review (HBR) released “Leaders, Stop Rewarding Toxic Rock Stars.” The article called attention to research that revealed how much toxic cultures cost U.S. companies in a single year. Companies are spending a staggering $50 billion USD per year. Ouch! That’s almost half of Jeff Bezos’ estimated net worth of $114 billion USD.

1. Are Toxic Rock Stars Worth The Billion Dollar Loss?

Never. Toxic rock stars are high performing bullies that deliver results at the cost of company culture, diversity, and inclusion. The cost of retaining these bullies far outweighs a company’s year end revenue. What deems these rock stars bullies? Name calling, gas lighting, and gossiping. Yup! I’ve witnessed it myself. They openly name call their team members donkeys, nerds, and numerous other derogatory descriptors. Gas lighting is their go-to for delivering performance based feedback, instead of exercising empathy and mindful listening. Lastly, they go out of their way to spread rumors about everyone they work with.

2. How Can We Identify Toxic Rock Stars?

Observe their workplace behaviors.

I listed a few behaviors in the paragraph above. In my experience, however, toxic rock stars won’t entertain complaints when someone leans in and contradicts their rock star reputation. They ignore regulations and company policies to better fit their agenda. One example: telling coworkers when they can and can’t use the restroom because it’s inconvenient for their schedule.

Another instance: verbally guilt tripping working moms for not being able to stay past their scheduled hours. Last example: promoting a team member because they socialize outside of work, even when that team member is habitually late to their shift, regularly stealing company time, and undermining the success of a high performing team.

3. What Are Companies Doing To Eliminate/Reshape Toxic Rock Stars?

Given the statistics and jaw dropping annual expense U.S. companies are footing, I can confidently say next to nothing. They are watching competent employees they trained and educated, a steep company investment, leave at astonishing rates as they staff up their competitors. More importantly, the ones walking away, saying ‘enough is enough,’ are the ones bringing diverse talent to the company–or taking it to their competitors.

If you’re interested in tangible ways to combat toxic culture, do your research across different platforms and find what fits your particular situation. I recommend reading this HBR article as a starting point and having that conversation with a neutral change driver who can offer perspective for your situation.

Why am I writing about my experience working with toxic rock stars? Because I believe in making the world a better place by connecting with brilliant minds to drive the change we want to see in the world. Sharing experiences and actively listening to someone else’s story creates a safe space for meaningful conversations.

The HUB invites DLE members to share their perspectives on trending workplace issues and dynamics. Contact dle@dulye.com.