By Jevon Wooden

Across industries, one of the most frequent challenges business leaders bring up is the conflict that arises when a high-performing team member begins to erode workplace culture. While their performance may be exemplary, their behavior toward colleagues or the organization as a whole can be toxic, creating friction, diminishing morale, and ultimately impacting the entire team’s ability to thrive.

So, how do you handle such a complex dynamic? Empathetic leadership is often the key to resolving this kind of workplace conflict.

Understanding the Root Cause

The first step in resolving conflict is understanding the issue’s root cause, which requires a high degree of emotional intelligence (EQ). Instead of reacting to the disruptive behavior, empathetic leaders take the time to listen and uncover what’s really going on.

Is the employee under stress? Are there personal issues at play? Do they feel undervalued or misunderstood? Are they being challenged enough by the work?

By approaching the situation with empathy, you create a safe space for dialogue, which can reveal underlying issues that may not be immediately apparent. It’s easy to label someone as “toxic,” but often, their behavior is a symptom of something larger—workplace stress, feeling alienated, or even a mismatch of values with the team.

Balancing Performance and Culture

The challenge with high-performing employees who disrupt culture is that their contribution to business results can make it tempting to overlook their negative impact on the team. However, this is where an empathetic leader sets themselves apart. Empathy allows you to acknowledge both sides: you value their contribution to the bottom line but understand the critical importance of a cohesive, positive workplace culture. An empathetic approach doesn’t mean you tolerate negative behavior; it means addressing it in a constructive and growth-oriented way. A direct, empathetic conversation where you express how their actions affect the team can help the employee reflect on their behavior without feeling attacked. This balance between holding them accountable and showing understanding can lead to positive change.

Fostering Accountability Through Connection

Empathy in leadership also means creating an environment where high performers can see how their actions affect others. Sometimes, individuals are not aware of the impact they are having on their peers. Through empathetic listening and constructive feedback, you can help them recognize their behavior’s emotional and relational consequences. Rather than relying on punitive measures, empathy fosters connection and accountability. When employees feel understood and know their leaders care about their well-being, they are more likely to take responsibility for their actions and make changes. This ultimately transforms conflict into an opportunity for personal and professional growth.

Reinforcing Positive Culture

A key element of empathetic conflict resolution is reinforcing the importance of culture. Culture binds teams together and creates an environment where people can perform at their best. When a high-performing employee jeopardizes that, it’s crucial to have a conversation not just about the individual’s behavior but about the team’s collective values. By framing the conversation in terms of the bigger picture—how their behavior impacts the team’s ability to collaborate, innovate, or maintain trust—you show that culture is non-negotiable, even for the highest performers. This approach clarifies that success is defined by individual output but, more importantly, by how the entire team thrives together.

The Long-Term Impact of Empathy

Ultimately, resolving workplace conflict with empathy leads to stronger relationships, improved communication, and a more harmonious workplace culture. It may take time, but leaders who prioritize empathy over short-term fixes or rigid authority will find that their teams are more resilient and cohesive in the long run. When you approach conflict with empathy, you are not just solving an immediate problem—you’re building a workplace culture where trust, respect, and accountability are deeply ingrained. And that’s the kind of culture that truly drives long-term success.