Toxic Employees: Signs, Types, and Solutions

The word “toxic” has a negative connotation: you may imagine someone who is constantly negative, rude, or offensive. However, toxicity comes in many shapes and forms, especially when it comes to “toxic” employees. Many toxic employees may even spread toxic behavior without realizing it and without trying to harm the business or culture. 

Different types of toxicity exist in the workplace, most of which can be corrected through effective communication and managing. The trouble is, because there are different kinds of toxic employees, there are different types of solutions needed for each.

Keep reading to learn more about different types of toxic employees, signs you may have toxic employees, and solutions to help turn that toxicity into positivity.

What Exactly Is a Toxic Employee?

A toxic employee is a person whose actions, behaviors, or attitudes are detrimental to their organization’s culture, people, or property. It’s important to note that toxic employees most likely aren’t toxic people; they’re good people who exhibit toxic behaviors—sometimes unknowingly—that can be corrected.

Toxic employees often negatively influence the employees around them, leading to disengagement, strife, and even turnover. 

Signs You May Have Toxic Employees

Toxicity is hard to identify and pin down unless it’s egregious. However, here are some warning signs that you may have a toxic employee:

• Absenteeism
• Frequent complaining
• Blaming others for mistakes
• Delegating unnecessarily
• Unhealthy competitiveness
• Negative reactions to fair criticism
• Toxic positivity
• Bullying or harassing others

Keep an eye out for these red flags to figure out if you have an employee that needs extra attention.

Different Types of Toxic Employee

Remember, toxicity comes in different shapes and sizes, and depending on the type of toxic employee, you’ll need to approach solutions differently. Here is a quick rundown of the types of toxic employees you may see.

The Slacker

Employees who dodge work, delegate too much, are absent often, or frequently miss their goals fit in this category. Perpetual underperforming is a type of toxicity that results in:

• Disengagement
• Missed goals or disappointing results
• Stress and burnout for others who try to pick up their slack

These employees are often disconnected from work. They don’t care about what they do, and they never do anything above the bare minimum of what’s expected of them.

The Tyrant

These employees are selfish and only look out for themselves. They may hoard knowledge, mock others’ ideas, bully those around them, or not give credit where credit is due. This can lead to:

• A psychologically unsafe environment
• Frustration when no one else can share ideas
• A culture that doesn’t innovate

These types of employees love getting their own way and struggle to see the value in others’ opinions or work. 

The Raincloud

Pessimism is contagious, and these types of employees cough and sneeze their negativity over everything. They complain about the company, their work, their team, and everything in between. This pessimism can lead to:

• A negative atmosphere around their team or even the whole office
• Lower motivation and creativity in those around them
• Never being pleased with company efforts or improvements

No one likes hearing complaints, and when it’s constant, other employees will start focusing on negatives, too. This creates a dangerous culture of dissatisfaction.

The Hustler

Hustle and grind are buzzwords that describe putting in the extra effort to get work done. These are positives in the right circumstances. However, this can also be a toxic behavior. For instance, if a manager constantly brags that they’re never offline and always skip lunch, other employees may assume that’s the standard they have to meet.

This can also lead to micromanaging, which no one likes. This type of toxicity results in:

• Employees who are burned out because they never give themselves a break
• No one taking PTO to recharge their batteries
• Constant stress and anxiety, which harms productivity

Having employees who always hustle may sound nice, but in the long run, it leads to stress, burnout, disengagement, and turnover.

The Gossip

Open communication and friendships between coworkers are great, but gossip is taking things to a toxic level. Gossipers not only slack off because they’re too busy chatting and spreading rumors, but they also feed office politics and fan the flames of drama between others. This can lead to:

• A lack of focus and lower productivity
• Uncertainty, fear, or anger based on warped rumors

We get it—juicy gossip can be hard to ignore, but it can become a toxic behavior when it interrupts people’s workflows or spreads negative feelings.

The Dos and Don’ts of Managing Toxic Employees

The good news is that a toxic employee doesn’t equal a bad employee or someone that needs to be let go. The right management techniques can help correct toxic behaviors and improve your culture. Here’s what you should know.

DO Identify the Cause of the Problem

Sometimes, people exhibit toxic behaviors from their first day onward. Other times, employees develop toxicity over time or after certain events/decisions. For the latter, try to analyze the timeframe of their behavior to determine when the negativity began.

For example, someone may start to gossip or spread negativity if they didn’t get a promotion they thought they deserved. Discuss the problem with the employee and present specific solutions to help them overcome their toxic behaviors.

DON’T Call Them Out in Front of a Group

Calling out an employee in front of their team or the company is a surefire way to build discontent and anger. Instead, work with them one-on-one (or with their manager in a private setting) to find a solution to the problem.

DO Explain the Consequences of Their Actions

Confronting a toxic employee head-on may be intimidating, but certain types of toxic behaviors need to be confronted. Explain how you or others view the toxic behaviors, provide an honest assessment, and explain the disciplinary consequences if the employee doesn’t work to improve. 

DON’T Terminate or Punish Them Without Warning or Proof

Some toxic behavior, such as sexual harassment, requires speedy censure. However, many employees will be shocked and angry if they’re fired or punished without warning. Formal discipline is only appropriate if you’ve given them plenty of warning or if you have proof of negative behavior. 

DO Motivate Them to Improve

When employees know that the company values them and expects great things from them, they’ll respond positively. Help toxic employees set goals and establish a path of growth while curbing their disruptive behavior. Give them jobs they can accomplish independently to minimize disruptions to other team members.

Transform Toxicity for a Safer, More Productive Workplace

Toxicity isn’t fun for anyone to be around—but considering many employees who exhibit toxic behaviors aren’t aware they’re doing it, careful management can be the solution you need. We hope this post provided the strategies you need to tackle this sensitive issue. To learn more about how recognition can ensure everyone feels appreciated and seen, which curbs feelings of resentment or anger, reach out to Awardco.