In a dysfunctional workplace there’s always a shadow competition going on between the high achievers and the low performers. The term “shadow” is used because management is usually in the dark when it happens. Fortunately there are several observable behaviors that will indicate when and why the shadow competition is taking place.

For example, dysfunctional employees will stand together in pointing out the smallest faults of their functional coworkers.

One common technique is for two or three of them to hang around after a meeting waiting to catch you alone. Once they have you cornered, they’ll claim that it is hard for them to say something negative about a star performer, but they thought you ought to know that so-and-so has been sending out resumes or talking to recruiters about another job.

These folks are hoping to gain your favor by casting aspersions on the high achievers. They want you to know they have no intention of leaving and may even offer to assume the duties of the “departing” employee, if that will help.

Because dysfunctional employees have more at stake in staying put, they are more likely to “fight” for their job. This is not true for the best performers.

That’s why the roles and responsibilities of the high achievers must be continuously upgraded and expanded—with matching recognition and rewards. If their functionality is not recognized, these highly-sort-after employees will seek appreciation elsewhere. And guess who gets left behind?