Google Employees are Standing Up Against Inappropriate Behaviour – Are You?

businessman shoes stand on road with star sign

Google employees are walking out to make a stand against sexual harassment. The challenge, like in many organizations, is that there is a difference in how “star” employees and other employees are treated. Somehow those seen as “gifted” are allowed to engage in toxic behaviours.

In my work as a Team Dynamics Catalyst, it is not uncommon for me to meet with Business Owners or Executive Directors who have a highly dysfunctional (on the interpersonal level), yet “star performer,” on their team. When I lean into the conversation with them, I consistently hear “we can’t afford to let him/her go”.

But, as an Executive Director, CEO or Business Owner, can you afford to keep them? Have you done a true cost-benefit analysis? Let me help you with areas to consider.

Regardless of whether the harassment or inappropriate behaviour is of a sexual nature or verbal disrespect of others, it’s extremely expensive for organizations to continue to allow these individuals to work for them.

Ask yourself:

  1. How many good performers are underperforming because of the stress of working in your environment? How many of them are missing time at work because of their fear and discomfort? And, what are the impacts of this toxic treatment having on their mental health?
  2. What is your staff turnover level in the department? Have you considered the costs of having to rehire and retrain new staff?
  3. When it really boils down to the bottom-line results in your organization – is that “star performer” really getting outstanding results? Or is it possible, they are taking credit for other people’s work?
  4. What is it that your customers are not telling you? Oftentimes, these individuals are equally toxic to clients and customers as well. And clients won’t tell you, they will simply move to a different company to supply their needs.

In my experience as a Catalyst for Team Dynamics, there has been a long pattern of accepting these individual’s toxic behaviours.

The expense of staff turnover, sick time and presenteeism that results from the consistent stress of working with these individuals are often not part of the “can we afford to let them go” conversation.

If you are struggling with a situation like this, let’s have a conversation today.

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