It’s one of the most destructive dynamics in the workplace today: toxic behaviour being rewarded and even celebrated. It’s subtle at first; the high-performing sales director who steamrolls their team but hits targets. The manager who leads with ego, not empathy, but still gets promoted. The executive who drains the culture but brings in revenue, so leadership looks the other way.
But every time we excuse it, we endorse it. Every time we reward it, we replicate it. And every time we stay silent, we make it harder for the good people to stay.
The Real Cost of Toxic Behaviour
On the surface, it may look like toxic behaviour is good for business. After all, they’re hitting their numbers, right? But behind the scenes, the impact is insidious:
High Turnover: People leave managers, not companies. When toxic behaviour is rewarded, you’ll see a quiet exodus of talented, conscientious employees.
Low Morale: The ripple effect of a toxic leader can drain morale across teams. Productivity drops, and once-enthusiastic employees start to disengage.
Brand Reputation: Word spreads quickly. Toxic work cultures become known in the market, making it harder to attract top talent.
Performance Without Principles Is Damage Control Waiting to Happen
Performance is important, but it’s not the only thing that matters. A culture that prioritises short-term gains over long-term sustainability is setting itself up for failure. Consider these common scenarios:
The aggressive leader who drives revenue but leaves a trail of burnt-out employees in their wake
The manager who hits KPIs but belittles and intimidates staff, creating a culture of fear
The executive whose influence extends beyond their team, sowing division and distrust throughout the organisation
If you don’t address it, you’re not just condoning it. You are complicit.
How Leaders Can Challenge the System
At True North, I work with leaders who are brave enough to call it out. Here’s how:
Set Clear Values and Uphold Them: Define what acceptable behaviour looks like
Reward the Right Behaviours: Highlight leaders who build people up, not those who tear them down
Create Safe Channels for Feedback: Encourage employees to speak up without fear of retaliation. Act on the feedback, don’t just collect it
Address Toxicity Head-On: Confront the behaviour, not the person. Frame it as an opportunity for growth, not a personal attack
Lead by Example: If you want to shift the culture, be the example. Show up as a leader who embodies integrity, consistency, and respect
Toxicity Always Sends the Bill
No matter how good the numbers look today, toxic behaviour will send the bill tomorrow. It’s just a matter of time.
It doesn’t have to be this way though; real leadership is about more than results, it’s about how you get there.
If you’re tired of seeing toxic behaviour rewarded, let’s talk. Because great culture isn’t built on output alone. It’s built on how you treat people while you get there.
