Why I Don't Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees

Mitchell Kusy

© 2017 - Productivity Press
Published October 26, 2017
Reference - 124 Pages - 9 B/W Illustrations
ISBN 9781138303263 - CAT# K35723

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  • 14 demonstration cases. This book has 14 demonstration cases of “how to do it”—whether it be how to have a performance discussion with a toxic person, how to avoid recruiting them, or anyof almost a dozen other common scenarios leaders face every day.
  • 9 self-assessment inventories. These inventories are designed toprovide quick-and-easy assessments that take no more than threeminutes each to complete for purposes of understanding how the problem affects leaders, their teams, and their organizations.
  • 15 working templates. These clearly focused and concrete templates provide a “cook book” approach to dealing with a complex problem.  Rationales are provided for application with wisdom, understanding, and values.
  • A formula for determining the bottom line costs. All a leader needs for this formula are: number of employees in each of three levels -- entry, middle, high -- and average compensation for each of these three levels. If the data are not available for each of these three levels, the formula still works with just total number of employees and average compensation for all employees.
  • Summary

    You have likely heard stories from friends, family members, and colleagues who quit a job because of a toxic person—an individual who belittles, shames, humiliates, shames, or bullies. You may not have realized that these individuals not only take their tolls on our emotional psyches, but the financial outcomes of their organizations as well. Through this book’s many case examples, as well as evidence-based practices and templates, each chapter singles out one main issue and how to resolve it with respect and clarity. Dr. Kusy presents concrete practices that will restore civility and respect into your organization as well as with increased financial performance. Some of these practices include:

    • Calculating the real financial cost of toxic people in your organization.
    • Providing direct and respectful feedback to a toxic peer, direct report, and even your boss.
    • Replacing traditional exit interviews -- that often don’t work very well -- with a method for dealing with toxic chameleons who "knock down and kiss up."
    • Hiring, engaging talent, and even firing people based on a new approach to values-based performance management.

    You will emerge with a newfound understanding that restores personal well-being and increased financial performance.


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