Ignoring Bad Behavior is Killing Your Workplace Culture Issues

Jess Get Hired! Podcast
Nov 20
3 min read

Workplace Culture Issues Aren’t HR Problems — They’re Leadership Problems

By Jessica Fiesta George • Retention With Intention

Every company claims to care about culture. Ask any CEO, founder, or PE portfolio leader, and you’ll hear the same words:

“We value teamwork.” “We hire for culture.” “We don’t tolerate bad behavior.”

But here’s the truth:

Culture isn’t defined by the values you post. It’s defined by the behaviors you allow.

And nothing corrodes culture faster than one unchecked high performer who behaves badly and gets away with it.

The High Performer Who Isn’t Really High Performing

Every organization has one. Sometimes more. The person who:

Closes deals but steamrolls their team
Delivers results but creates chaos
Has institutional knowledge but uses it as leverage
Hits metrics but leaves bodies behind

Leaders justify it all because: “They’re too valuable.” “They’re hard to replace.” “They’ve been here forever.” “They’re under a lot of pressure.” "It's busy season, we need them."

Sound familiar?

Let me be clear: If someone hits their goals but damages morale, they are not a high performer. They are a high-cost liability with a shiny KPI distractor stuck to them.

Black text on white background with quote from article "protecting the wrong performer means losing the right ones" — Protecting low performers means you'll lose great employees

The Cost of Workplace Culture Issues: Turnover, Distrust, and Lost Performance

Here’s what actually happens behind the scenes when you let one person get away with it:

1. Your Real High Performers Start to Resent You

The people who set the standard are watching. If you protect the wrong person, they ask themselves: “Why am I working this hard if toxic behavior gets rewarded?”

2. Your Culture Shifts: Quietly, Then Quickly

When bad behavior goes unchecked, people don’t emulate your values. They emulate what gets tolerated. That becomes your real culture.

3. Psychological Safety Drops Fast

People stop speaking up. Stop sharing feedback. Stop bringing problems forward. And soon? They stop caring.

4. Turnover Creeps Up — Starting with Your Best People

Top talent leaves silently. Burnout spreads. The high performer you protected becomes the very reason the team collapses.

This isn’t theory. Harvard Business School research shows toxic employees cost companies more than twice as much as high performers contribute.

Put differently: One poor-behavior “star” destroys the ROI of three actual stars.

Why Leaders Avoid Addressing It

Because it’s uncomfortable. Because they fear losing a big producer. Because they don’t want to take on “drama.” Because they don’t want to backfill the role.

But the longer you wait, the more expensive it becomes. Culture is like concrete — soft at first, then set.

What you tolerate today becomes what your company stands for tomorrow. Workplace Culture Issues exist because you keep avoiding the truth.

black text on white background with quote from article "real company culture isn't written in a handbook" — Company Culture doesn't show up in an employee handbook

The Fix: Get Clear, Get Consistent, Get Courageous

Here’s what healthy cultures do differently:

1. Define Non-Negotiables

Not values — behaviors. Values are aspirational. Behaviors are observable.

For example: “Respectful communication” is a value. “No blaming, belittling, or dismissing teammates- ever” is a behavior.

2. Coach First, Document Always

Direct, honest feedback isn’t punitive. It’s clarity. If someone can grow, give them that chance with structure and follow-through.

3. Reward the Right People (Not Just the Loud Ones)

Celebrate those who elevate others. Promote the culture multipliers. Spotlight the quiet high performers who model your values daily.

4. Take Swift Action When Behavior Doesn’t Change

This is where most leaders hesitate. But keeping someone whose behavior erodes trust is not compassion, it’s negligence.

Retention starts with protecting the people who deserve to stay. Not the ones who intimidate you into keeping them.

The Bottom Line

A strong culture doesn’t happen by accident. It’s curated. Protected. Enforced.

Your culture is only as strong as the behaviors you tolerate — not the ones you write about.

And if you want a team that performs at a high level, you have to start by holding a high bar. Every day. For everyone. No exceptions.

girl smiling with denim jacket referring to author of article, Jessica Fiesta George

About the Author

Jessica Fiesta George is a VP of Portfolio Talent & Operating Advisor who helps PE-backed and high-growth companies build the leadership, culture, and people systems required for real scale — not the duct-taped version. She partners with portfolio CEOs and executive teams to drive retention, strengthen performance, and turn talent strategy into business value.

Jessica also writes Retention With Intention and previously hosted the Jess Get Hired podcast, where she cuts through the noise and teaches leaders how to build teams that last.