Wisdom Wednesday: When Bad Behavior Gets Rewarded
Lessons that I learned, navigating corporate job with intention...
Have you ever raised concerns about a toxic team member, only to be told you need to adjust? Have you ever seen someone exhibit non-inclusive, non-collaborative behavior, yet instead of being held accountable, they get rewarded with even bigger responsibilities?
I’ve been there. And here’s what I learned.
The Situation:
I worked on a team where a colleague repeatedly derailed progress, lacked inclusivity, and created friction. Despite raising my concerns multiple times, I was met with the same response: adjust, adapt, be more flexible. The unspoken message? If you don’t, you’re the problem.
Then, a senior leader—a VP—came in as a strategic partner. And guess what? She immediately identified the same issues I had been pointing out for months. The difference? Her concerns were taken seriously.
But instead of addressing the issue, leadership rewarded the problematic individual with an even more significant workstream. No feedback. No accountability. Just a free pass to continue their behavior—at a higher level.
So, What’s the Lesson Here?
Your voice matters—but timing and influence matter more.
It’s frustrating, but corporate leadership often doesn’t act on feedback until it comes from someone “high enough.” Instead of pushing the same message alone, find allies in leadership to help amplify concerns.
Corporate culture isn’t always fair.
Promotions and responsibilities aren’t always about merit. Sometimes, they’re about who makes leadership comfortable. Understanding this early helps you navigate workplace politics strategically.
Pick your battles wisely.
If feedback is ignored repeatedly, you have two choices: keep fighting or redirect your energy to areas where you can make an impact. Know when to push and when to step back.
Play the long game.
People who create problems eventually get exposed. Maybe not immediately, but dysfunction catches up. Meanwhile, your reputation for professionalism, collaboration, and leadership will serve you far better in the long run.
What Can You Do?
✅ Document concerns.
✅ Build relationships with decision-makers.
✅ Redirect energy to growth opportunities.
✅ Stay professional, even when the system feels unfair.
✅ Consider whether the corporate culture aligns with your values.
Have you ever faced a similar situation? How did you navigate it? Let’s discuss.