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    I am now using this blog to re-post some comments I make other blogs. For my full management blog see the Curious Cat Management Blog

    Monday, August 16, 2010

    Performance and character

    Response to, Toxic Employees

    But what if this employee is a rock star salesperson or contributor but has the bad attitude? Do you put up with the attitude issue for the great performance?

    Does performance override character? Or do we want performance and character?

    What if this person when confronted, justifies their behavior with “it’s the truth and I’m the only one with the guts to speak out”? What if this person is a top executive with political ties to the company President yet others below feel the pain?
    What if this person is not an employee but a customer?

    Is it following our "respect to people principle" by not addressing this person’s behavior?


    We want performance and character. It is not respecting the person (and more importantly all the others that must suffer) to ignore their toxic behavior.

    I must admit I do have sympathy for the "I'm the only one with the guts to speak out" claim. But that doesn't excuse bad behavior, speak out, but do in a non-toxic manner.

    You have to confront and address toxic behavior. It isn't easy. People with power and also people with a history to getting results can get used to being able to do whatever they want. Some cultures that is normal.

    It isn't ok in a lean culture. Bottom line. If the CEO accepts it they are deciding they don't want to be lean. They might want to adopt some lean tool (which can benefit even non-lean organizations). But allowing toxic behavior directly contradicts respect for people.

    Related: People are Our Most Important Asset - Negativity - The Lazy Unreasonable Man

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