Both situations if incorrectly handled are a problem.
Being good for morale is definitely a good thing. However if that is the main thing someone brings to the table and their work performance is otherwise noticeably lower, then it’s on management to manage the person. The other side of it that I have personally seen is that while their work output may be lower, they produce better quality/detailed work as well (but not always, just playing devils advocate).
Being the hard worker producing a lot of output is also generally a good thing, but only if the quality of your work does not suffer and they are not achieving it by overloading/burning out. OK you’ve done 4x as much work as Bob. But only because half of that was you then having to re-do the work due to errors, missed requirements, etc. Once again, just an example/playing devils advocate as to why more output is not always better.
Both situations if incorrectly handled are a problem.
Being good for morale is definitely a good thing. However if that is the main thing someone brings to the table and their work performance is otherwise noticeably lower, then it’s on management to manage the person. The other side of it that I have personally seen is that while their work output may be lower, they produce better quality/detailed work as well (but not always, just playing devils advocate).
Being the hard worker producing a lot of output is also generally a good thing, but only if the quality of your work does not suffer and they are not achieving it by overloading/burning out. OK you’ve done 4x as much work as Bob. But only because half of that was you then having to re-do the work due to errors, missed requirements, etc. Once again, just an example/playing devils advocate as to why more output is not always better.