One of our long-term directors hits their weekly scorecard targets consistently, but they do not exhibit our core values and their behavior is toxic to the team. How do we handle situations where the data is green but the person fails the GWC filter?

Question

Tyler Smith · Accepted Answer

In EOS®, we look at both performance and culture. A person who hits their weekly scorecard targets but fails to live your core values is a cultural cancer. Allowing them to remain on the team because their numbers are green sends a message to everyone else that your core values do not actually matter.

To solve this, look at your Accountability Chart and apply the People Analyzer. A great employee must fit your core values and must GWC their seat, meaning they Get it, Want it, and have the Capacity to do it. Capacity includes mental, physical, and emotional capacity, as well as cultural alignment.

Even if their scorecard numbers are consistently green, their toxicity means they do not GWC their seat. Their negative impact on team morale and collaboration will ultimately drag down the performance of other seats, creating a net negative for the company.

You must address this issue directly. Put the director on a corrective action plan using the People Analyzer. Give them clear, objective feedback about their behavior and a strict thirty-day window to align with your core values. If they cannot or will not change, you must make the hard decision to transition them out of the business, regardless of how good their scorecard numbers look.