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Everyone on the team already knows who it is. The person who hits their numbers, so no one can point to a clean reason to act — but who takes credit in meetings, deflects blame under pressure, and leaves two or three good people quietly checking job boards every time they're in the room.
Managers usually don't ignore this because they don't see it. They ignore it because they don't know whether what they're seeing is a performance issue, a personality conflict, or something that needs to be addressed directly — and getting that wrong feels riskier than saying nothing.
This 1-hour live session gives managers the structure to tell the difference, and to act on it clearly, fairly, and on the record — before good people leave over someone the company kept protecting.
Seattle Consulting Group has worked with managers and HR professionals across 51 countries over 25 years.
Managers leave able to:
Tell the difference between a difficult employee, a toxic one, and a genuine conduct problem
Address the behavior directly without it turning into a personal conflict
Document what's actually happening in a way that holds up if it's ever questioned
Respond consistently, even when the person causing the problem is a strong performer
Best for managers, supervisors, HR leaders, and executives who are tired of watching good people absorb the cost of one person no one wants to confront.
Everyone on the team already knows who it is. The person who hits their numbers, so no one can point to a clean reason to act — but who takes credit in meetings, deflects blame under pressure, and leaves two or three good people quietly checking job boards every time they're in the room.
Managers usually don't ignore this because they don't see it. They ignore it because they don't know whether what they're seeing is a performance issue, a personality conflict, or something that needs to be addressed directly — and getting that wrong feels riskier than saying nothing.
This 1-hour live session gives managers the structure to tell the difference, and to act on it clearly, fairly, and on the record — before good people leave over someone the company kept protecting.
Seattle Consulting Group has worked with managers and HR professionals across 51 countries over 25 years.
Managers leave able to:
Tell the difference between a difficult employee, a toxic one, and a genuine conduct problem
Address the behavior directly without it turning into a personal conflict
Document what's actually happening in a way that holds up if it's ever questioned
Respond consistently, even when the person causing the problem is a strong performer
Best for managers, supervisors, HR leaders, and executives who are tired of watching good people absorb the cost of one person no one wants to confront.