Tolerating a Bad Employee Is a Quick Way to De-motivate a Great Employee – Behind the Scenes

Attracting top talent requires leaders to be highly intentional in how they treat the culture. Nothing will de-motivate a great employee faster than tolerating a bad employee. When leaders don’t deal with a toxic employee, it tears down trust and causing uncertainty in the great employees. Tolerating a bad employee often comes down to not confronting their behaviors soon enough. For some CEOs, it is making a conscious choice that a bad employee is too valuable in their work or results to “rock the boat.” Let me share some wisdom about tolerating a bad employee from my years of coaching founders of fast-growth companies. Letting lousy employees get away with things is a quick way to crush the motivation of the other employees.

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Behind the Scenes: The Transcript

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

Tolerating a bad employee, you couldn’t possibly do that, would you? Well, in this episode, we’re going to talk about what that actually does to the overall organization. And why you’ve got to realize what is really going on when you’re tolerating the behavior of a bad employee. I was watching Facebook the other day, and a friend of mine wrote this, I’m gonna throw it up on the screen, nothing will destroy a great employee faster than watching your employer, tolerate and reward the bad ones. Now, you probably don’t do this, intentionally. And the reason I mentioned that is that a lot of the founders and CEOs I talked to know that there are some employees that are good at certain elements of their job, but they’re actually, you know, toxic to the organization toxic to other people.

Now, you probably don’t have people that are completely toxic. But there’s something going on with certain employees that you’re tolerating that you really want to be aware of, as a leader, it takes courage to be able to look at people and realize, do they deserve a conversation about this? Or do I ignore it? Will it get better on its own, many leaders to choose to ignore it, they choose to tolerate it. And I really want you to think about your own behavior in your own organization because this content is to help you be the best leader you can be everything I do with the interviews, everything I do with the solo episodes, the reason why you’re listening, this is because you want to improve as a leader.

So the question behind this is, are you tolerating the behavior of a bad employee? Are you rewarding it in some way? Well, you are going to feel the impact, maybe not today. But down the road. Because great employees and good employees and those that are working hard to push this forward, we’ll notice that things that you’re doing, will notice that you’re tolerating it. And we’ll actually put a mental note. And that they will decide when is enough. But your job as a leader is to realize that you can’t tolerate these things, you have to really have conversations with people to help them see what they can’t see for themselves.

A lot of people aren’t doing it maliciously. But there’s a lot of great people out there that are great at certain elements of their job, that isn’t really performing everything to their highest level. Let me give you an example. We have a value in our organization called to get it done. Do it right.

Well, the reason why we have that is that we have to get things done just like your organization. But we have to do it the right way. We hurt people’s feelings in the journey of putting something together to hit a deadline. Is that really the right way? Well, I think it’s not. I think that if we have people that are hurting people’s feelings if they are really trying to be too brash or to direct in the wrong time in the wrong way, they’re hurting our culture. And we want to make sure that we’re not tolerating bad behaviors. All of this is to help you be the best leader you can be. I put content out like this because I want you to really reflect on what does it take for you to have a conversation with someone that’s doing something that you should no longer tolerate? Because I do believe that you get what you tolerate, you will get bad behavior, and other people will notice. All of this is for you.

When you think about your journey, to be the best leader you can be think about Growth Think Tank, keep coming back for more content to expand your capabilities as a leader and to drive your company forward. When you think of growth. You think of leadership think of Growth Think Tank, as always lead with courage. We’ll see you next time.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

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