High-Performance Paradox

The High-Performance Paradox: How Low Trust Can Destroy an Organization?

In the race for excellence, many organizations prioritize hiring high-performing individuals. But here’s what often gets missed: trust. Hiring someone who performs well but lacks trust can silently erode the organization’s foundation.

🔴 The Toxic Impact of Low Trust
Hiring a high-performing, low-trust individual may look like a win at first. But over time, their lack of trust can:

➞ Erode Team Cohesion – Colleagues become hesitant to collaborate, leading to information silos.
➞ Foster Fear and Uncertainty – Team members feel uneasy about job security and organizational direction.
➞ Stifle Innovation – Low trust blocks open communication, limiting creative problem-solving.
➞ Damage Reputation – Word spreads, and attracting top talent becomes increasingly difficult.

🤔 And… The Hidden Costs?
A high-performing, low-trust hire has real costs:

➞ Turnover and Recruitment Challenges
➞ Decreased Productivity
➞ Increased Conflict
➞ Lost Opportunities

So, what can you and your organization do?

The best answer is…

💚 Prioritize Trust in Hiring
To avoid this paradox, focus on trust from day one:

➞ Evaluate candidates for integrity and accountability.
➞ Use scenario-based questions to gauge trust-related responses.
➞ Look for alignment with organizational values.

In addition, please be cautious of candidates who:
❌ Overemphasize individual achievements over team contributions.
❌ Display aggressive or overly competitive behavior.
❌ Show a lack of transparency or reluctance to provide clear answers.
❌ Disregard others’ perspectives or show disrespect.