In every school, there are teachers and staff who shine — the “superstars.” These are the educators who inspire students, collaborate positively with colleagues, contribute to school initiatives, and go the extra mile. It’s tempting to believe that bringing in more of these exceptional individuals is the ultimate path to school improvement.
But a surprising truth from research conducted by Harvard Business School challenges that assumption: removing toxic staff members has an even greater impact on an institution’s success than hiring superstars.
The Real Cost of Toxicity
According to a large-scale Harvard study that looked at data from over 60,000 employees across various organizations, hiring a top-performing worker saved an average of $5,300 annually. However, avoiding a toxic employee saved more than double that amount: $12,500.
Why? Toxic staff — those who create conflict, demotivate colleagues, or resist change — don’t just lower their own productivity. They harm the morale, focus, and performance of everyone around them. In a school setting, this might mean:
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Creating tension among teaching teams
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Damaging trust in leadership
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Negatively affecting students' learning experiences
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Driving away talented staff
The Hidden Impact in Maldivian Schools
In Maldivian schools, where team cohesion, teacher collaboration, and student well-being are crucial, one toxic staff member can quietly undo the efforts of an entire academic year.
Often, these individuals may not be outright underperformers. They might meet their lesson targets or attend all required PD sessions. Yet, they might:
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Consistently undermine colleagues
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Avoid responsibilities during key programs
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Spread negativity or gossip
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Resist school-wide goals under the guise of “following the rules”
What to Look Out For
The Harvard study identified three key warning signs of toxic individuals:
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Extreme self-centeredness – They act based on personal convenience or ego, without regard for the team or students.
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Unwarranted overconfidence – They reject feedback and believe they’re always right, even when data or student outcomes suggest otherwise.
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Obsession with rules (selectively) – They hide behind regulations, yet may themselves violate them discreetly.
Ironically, those who constantly declare “I always follow the rules” were more likely to be involved in disciplinary issues.
Superstars Still Matter — But So Does the Environment
Hiring strong teachers is still important. Schools benefit greatly from those who innovate, mentor others, and uplift the school culture. However, building a positive staff environment isn’t just about recruiting talent — it’s about protecting that talent from toxic influences.
A superstar teacher may lift 20 students. A toxic staff member may drag down everyone around them.
Takeaways for School Leaders
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Recruit carefully, but don’t wait until a vacancy is desperate. Keep your eyes open for talent even when no position is open.
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Be proactive about staff evaluation. Don’t rely only on performance checklists. Observe how staff members affect others’ motivation and morale.
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Create systems to identify toxicity early. Use confidential feedback, informal pulse checks, and team reflection sessions.
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Don’t ignore "quiet disruptors." Even satisfactory performers can be harmful if they drain energy from the school culture.
Final Thought
In Maldives schools, where community, collaboration, and student trust are essential, protecting the work environment is as important as improving it. As leaders, we must work hard to build strong teams — and even harder to remove the attitudes and behaviors that slowly corrode them.
Because what affects your school’s success most may not be who you hire next — but who you choose to let go.
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