###Raise the quality of the team###
Raise the quality of the team
Rather than lower your quality, raise your fellow peers' quality. Normally I would not suggest something like this, but you stated:
actually some wanted to learn
and
In fact I am idle some days while I get feedback
Having coworkers that are open and willing to learn from fellow coworkers is something to treasure. So for your peers that have indicated they would like to learn take that idle time you have and use it to teach/help/show them your tricks and techniques.
There is a second reason for this strategy. It is possible that your coworkers are trying to be diplomatic/polite with you more than being honest. Your peers may have said something to management or the VPs in casual or formal conversation about feeling intimidated by you, which is something they would never say to you. By trying to teach them it can help alleviate this or draw it to the surface that way you would be aware of it.
Third, if management continues to be annoyed with your higher quality, firing you would not solve the problem. After all you have taught many more people on the team to be just as much of a problem cough... I mean awesome.
###Take note of other peers accomplishments###
Take note of other peers accomplishments
and others already at my same or higher level
If you have peers doing similar or better accomplishments with what they are working on take note of it. That way if someone pulls you aside again, you can cite other people's accomplishments as a defense to your own work. Saying something like:
I can see how me applying [Random important person's] algorithm to the data problem may seem impressive, but Bob just last week applied [Someone totally different's] algorithm to that other problem which from my technical perspective was far more challenging. In comparison what I did was rather average.
