I get the concept of what you're saying with, "the 23% could be 30% if you dealt with the toxic employee", but I think that unfortunately is not true in a lot o

I get the concept of what you're saying with, "the 23% could be 30% if you dealt with the toxic employee", but I think that unfortunately is not true in a lot of cases. There are a lot of really talented, hard-working people who are also toxic leaders (some maybe not fully intentionally), and the challenge of dealing with them in an organization is that, as you point out, measurable performance is often all that matters. I think the cost-benefit in an example like this is usually not so much "replace the asshole and get a 7% bump in growth"....it's more like, "it'll cost you a point or two of sales growth but that'll more than pay for itself in terms of lower turnover because we'll save $200k a year in recruiters fees because we won't have to pay them to find replacements for miserable junior people who don't stick around for very long".