My business partner and I had a tough decision to make. One of the top producers at our boutique partnership development firm was having a detrimental impact on company culture. Should we continue to support and reward him given his strong results, or should we cut him loose?

Our company, Axcess Worldwide, was shaped in its early years by a small, tight knit group: my partner, Kirk Posmatur, and me and our first few employees. Now, after significant growth, we were honing our strategy, placing the right people in the right roles, continuing to deliver profitability while simultaneously maintaining a strong and meaningful corporate culture, something we consider to be one of our most powerful assets.

To read the original article: When to Fire a Top Performer Who Hurts Your Company Culture - Eric C. Sinoway - Harvard Business Review