Gary Vaynerchuk on Addressing Jerks in the Workplace: Culture Over Numbers

In a recent LinkedIn post, Gary Vaynerchuk discusses his approach to handling employees who exhibit difficult behavior, emphasizing the paramount importance of company culture over individual performance metrics. Vaynerchuk, a prominent entrepreneur and business personality, outlines a structured yet empathetic method for addressing such issues within an organization.

Vaynerchuk makes it clear that he does not tolerate bad behavior, even from top performers. He states:

“If someone in my company acts like a jerk to everyone they work with, here’s how I handle it: First of all… I don’t “look the other way” even if they happen to be someone who’s crushing their numbers. To me, culture drives the organization at the core and if that’s ruined, nothing else matters.”

Prioritizing Culture and Empathy

The core of Vaynerchuk’s strategy involves direct communication and taking personal responsibility. He advocates for sitting down with the employee in question to understand the root cause of their behavior. Crucially, Vaynerchuk believes the leader must first accept blame.

As Gary Vaynerchuk notes, this initial step is about leadership accountability:

“I take the blame first because it’s my company and every problem is my fault – I ask them what I’ve done wrong to put them in a position where they feel like they have to act that way.”

This approach aims to create a safe space for the employee to open up. Vaynerchuk suggests exploring potential external factors, such as personal issues or interpersonal conflicts within the team, that might be contributing to the problematic behavior. He dedicates a significant portion of the conversation, approximately 80%, to making the employee feel secure and addressing any underlying insecurities.

Consequences and Leadership Responsibility

Vaynerchuk acknowledges that this empathetic approach doesn’t always yield immediate results. He outlines two possible outcomes: the employee’s behavior improves over time, or it persists.

In cases where the negative behavior continues, Vaynerchuk believes a decisive action is necessary. He argues that retaining employees solely based on their ability to hit targets, while ignoring their detrimental impact on culture, sends a damaging message to the rest of the workforce.

According to Vaynerchuk:

“If their bad behavior continues and you’re a CEO who keeps them around because they’re hitting their targets, you’re sending a clear message to other employees about what you really think about company culture.”

This perspective underscores Vaynerchuk’s firm belief that a healthy and respectful work environment is a non-negotiable foundation for any successful business. He suggests that while performance is important, it cannot come at the expense of the overall team dynamic and employee well-being.