Introduction:
Hi, I’m Max – High Performance Coach.
The pursuit of a high-performance culture is essential for any organization, but when pushed too far, it becomes toxic. This toxicity can undermine both employee well-being and long-term success. Today’s reading explores three key signs of when this culture turns damaging.
What is ‘High Performance’ anyway? Here’s the definition in my work:
THE SUSTAINABLE REALIZATION OF PROFESSIONAL AND PERSONAL POTENTIAL.
In today’s reading, we will go through three symptoms of what can seem like ‘high performance culture’, but is actually toxic work culture.
1) ‘High Standards’ That Creates A Lack of Sustainability
Look at the definition – this cannot be overstated. Here’s what I’ve noticed – high staff turnover is a key red flag. When team members are continually driven beyond their limits, they begin to burn out and leave. This cycle isn’t just a human resources issue—it’s a violation of the core nebulous of the organization. The constant need to train and replace team members drains time, resources, and continuity, while undermining the institutional knowledge and expertise that are essential for long-term success. When turnover is high, leadership needs to take a hard look at whether the pace and intensity are truly sustainable. Toxic high-performance cultures often mistake pushing harder for pushing smarter.
Another layer to this is the absence of long-term development for employees. Organizations overly focused on immediate results rarely create pathways for employee growth, and as a result, people burn out without a sense of advancement or belonging.
2) ‘Strength’ That Creates A Lack of Psychological Safety
In hyper-competitive environments, psychological safety disappears. Team members may feel constant pressure to appear flawless, preventing honest communication about mistakes or vulnerabilities. This “fear culture” stifles real communication and honesty because employees avoid taking risks out of concern for being penalized. Without a sense of psychological safety, teams become stagnant, bound by tension, and overly focused on next quarter’s profits rather than longer term outcomes.
In the absence of open dialogue, trust erodes between team members and leadership, resulting in silos where information is withheld and collaboration diminishes. Over time, conversational practice within the business becomes subtly hostile, and they also send team members the message that they’re only valued for their immediate results, not their growth potential.
3) Rapid Growth Where Tasks Are Prioritised Above People
A similar but distinct point here – a crucially common symptom of toxic high-performance culture is that tasks are placed above the well-being of the team. The pressure to meet targets can lead to a mechanistic view of employees, where they are treated as interchangeable parts, rather than a community of people with a common vision. Over time, this diminishes morale and reduces loyalty. The core message that is sent culturally to the team is that what the leaders are really interested in are their own gains, not the development of their people.
Even when organizations achieve short-term wins, prioritizing tasks over people creates long-term consequences. Employees start to question their purpose and feel disconnected from the organization’s larger mission. The drive for constant results often leads to an imbalance where the focus shifts from meaningful growth to numbers on a spreadsheet, effectively killing the very passion that fuels high performance.
Conclusion:
Organizational culture is a delicate yet powerful force. A toxic high-performance culture sacrifices sustainability, psychological safety, and human connection on the altar of immediate results. However, as global awareness of mental health grows, particularly in western culture, synergy within teams is becoming vital for long-term success.
In my view, organizations must strive for a culture that strikes effective balance between excellence and understanding, fostering environments where performance and well-being coexist for sustained success.
If today’s reading resonated with you, reach out to me for a conversation here.
Max. High Performance Coach.
