Standing Up for Respect: Why Integrity Matters More Than Money

"What is wrong with you? How can you be so inept?"

Those words were the gentle version of the conversation's start. Now, imagine harsher language, screaming, and an angry, condescending tone. That’s what it felt like.

Over the years, I've had my share of bad moments, but with time and growth in my career, I’ve learned to stay composed. So, I didn’t take the bait. Instead, I remained curious.

My client was furious, thinking our survey link was broken and accusing us of sending out a bad link. Despite the yelling, I calmly checked the participation rate. The survey had only been live for an hour, yet over 800 people had already started it, many even finishing. When he paused for breath, I said, "I’m confused. If the link is broken, how did over 800 people start the survey?" I asked him what made him think the link was bad. He replied that his CEO said so. I suggested he meet with the CEO to get more details and send me the invitation for investigation.

Fifteen minutes later, he called back with a very different tone—no apology, but clearly uncomfortable. He admitted the CEO's link worked; the CEO just didn't know how to use a URL link. This behavior repeated throughout the project, with the client making mistakes, not us. By the end, I informed him that while we would finish the project, they’d need to find a new provider next year. He was shocked and asked why.

I reminded him that we had discussed what a partnership looked like at the beginning and he hadn't acted like a partner. I never raised my voice or disrespected him, yet he repeatedly did so to me and my team. Despite multiple discussions and his promises to stop, the behavior continued. I told him we were professionals, not indentured servants, and deserved better. The money wasn’t worth the mistreatment. I also pointed out that if HR behaved this way, conducting engagement surveys was pointless because it reflected the company’s broken culture. They wanted to tweak small issues, not address the real problem. I explained that we aimed to create real change, not provide window dressing.

He understood and was sad about the outcome. But there are two key lessons: First, ensure you’re treated with dignity and respect. Don’t compromise on that. Second, walk away from untenable circumstances, even if it means losing money. Trust me, the money isn’t worth it. The toll on your team’s morale, their self-esteem, and the distraction from your main priorities simply isn’t worth any paycheck.