Tackling Toxicity at Work

We’ve all encountered that one person in a workplace who seems to drain the energy from a room. They might be talented, experienced, or even high-performing on paper—but something about their attitude leaves others feeling uneasy, discouraged, or frustrated. Over time, this kind of behaviour can chip away at morale, collaboration, and trust.

That person might be what we call a toxic employee—and while the term sounds harsh (we used to refer to them as a bad apple), it’s an important one to understand. Recognizing and addressing toxicity isn’t about labelling people; it’s about protecting your culture and helping your team thrive.

What Is a Toxic Employee?

A toxic employee is someone whose words, actions, or attitudes consistently harm the workplace environment. Unlike someone who’s struggling with performance or learning curves, a toxic employee’s impact goes beyond skill—it’s about behaviour.

They might:

• Constantly criticize or gossip about others.
• Undermine their manager or teammates.
• Refuse feedback or accountability.
• Spread negativity, cynicism, or hostility.
• Create conflict and tension that others have to manage.

Sometimes, the trickiest part is that they’re also very good at their job. These so-called “brilliant jerks” can produce great results individually, but their attitude leaves a trail of frustration behind them. Over time, even the most capable teams can crumble under the weight of one person’s negativity.

The Ripple Effect of Toxic Behaviour

Toxicity is contagious. It spreads faster than most leaders realize, especially if it’s ignored. When one employee behaves poorly without consequence, others start to wonder, “Why should I bother doing the right thing?” or “Maybe it’s not worth speaking up.”

The impact can show up in many ways:

• Decreased morale – People lose motivation when they feel disrespected or undervalued.
• Higher turnover – Good employees often leave toxic environments rather than tolerate them.
• Damaged culture – Trust erodes, communication breaks down, and teamwork suffers.
• Leadership credibility – When toxicity goes unaddressed, employees lose confidence that leaders will protect their well-being.

Essentially, one toxic employee can undo months—or even years—of hard work building a healthy, positive culture.

Why Toxic Employees Develop

Before rushing to judgment, it’s worth asking why someone’s behaviour has become toxic. Sometimes, the reasons are personal or situational: burnout, unclear expectations, conflict with a colleague, or even a lack of support.

Other times, it’s a mismatch of values. Maybe the person doesn’t share the same level of respect, collaboration, or accountability as the rest of the team. Or perhaps they’ve been rewarded for results at any cost, which sends the wrong message.

Understanding the “why” doesn’t excuse the behaviour—but it helps you decide how to respond.

How to Deal with a Toxic Employee

Dealing with toxic behaviour takes a mix of courage, consistency, and compassion. Here’s a step-by-step approach that balances accountability with fairness:

1. Focus on Behaviour, Not Personality

Avoid calling someone “toxic” to their face. Instead, describe specific behaviours and how they impact others. For example:

“In team meetings, when you interrupt or speak over others, it discourages participation and makes people hesitant to share ideas.”

This keeps the discussion factual, not emotional—and it gives the employee a clear opportunity to change.

2. Address the Issue Early

The longer toxic behaviour continues, the harder it becomes to correct. Don’t wait until tensions boil over. Schedule a private, respectful conversation as soon as patterns emerge.

Be direct but calm. Outline what you’ve observed, why it’s a problem, and what needs to change. Document the discussion so expectations are clear on both sides.

3. Offer Support—But Set Boundaries

Sometimes, employees aren’t aware of the effect they’re having. Offer coaching, mentorship, or resources to help them course-correct. But be very clear about the consequences if the behaviour continues.

A simple way to phrase it might be:

“We’re here to support you, but this behaviour can’t continue. If it does, we’ll need to explore further action, which could include formal discipline.”

4. Protect the Rest of the Team

While you’re working through the issue, it’s crucial to reassure the rest of the team that the situation is being handled. Maintain confidentiality but acknowledge that leadership takes culture seriously.

Unchecked toxicity can make others feel unsafe or unsupported. Don’t let silence send the wrong message—transparency builds trust.

5. Know When It’s Time to Let Go

Not every situation can be fixed. If a toxic employee refuses to change despite fair warning and support, termination may be the most responsible step—for the health of the team and the organization.

A good rule of thumb:

If keeping them costs more in morale, trust, and productivity than losing them, it’s time to act.

Letting someone go is never easy, but allowing toxic behaviour to linger can quietly cost far more.

Moving Forward: Rebuild and Reflect

Once the situation is resolved, take time to reflect as a leader or HR professional. Ask yourself:

• Were there early warning signs we missed?
• Are our values and expectations clear enough?
• Do we reward collaboration and respect—not just individual results?

Toxicity often thrives in silence or ambiguity. By being proactive, setting clear expectations, and fostering open communication, you can create a culture where positive behaviour is the norm—not the exception.

Final Thoughts

A toxic employee doesn’t just harm relationships—they harm performance, retention, and reputation. But the good news is that toxicity can be managed when leaders act with clarity and consistency.

The key is to stay firm on expectations while leading with empathy. After all, most people don’t set out to be “toxic.” Sometimes they’re struggling, sometimes they’re unaware, and sometimes they’re simply not the right fit.

Either way, your responsibility as a leader is to protect your team’s culture—because a healthy workplace doesn’t happen by accident. It happens when people are held accountable, supported, and reminded that respect and kindness are non-negotiable.