So as we approach year end, many organizations are conducting performance evaluations and are allocating the bonus pool accordingly. And during the performance review process, low performers garner a lot of negative attention as you might expect. Indeed, one of the more widely recognized red flags in efforts to identify fraud risk is that of a disenfranchised employee, often a subset of the low performer pool.

But what if I told you that the opposite may be true and it's high performers who pose a disproportionate amount of organizational risk?