Have you ever had to lead or work alongside an employee who was never happy, stirred up drama, and drained the energy from your team? These employees are often difficult to manage, struggle to work well with others, and can be impossible to trust—or all of the above. Identifying them isn’t the hard part; the real challenge is knowing how to handle them effectively.
It’s incredible how much damage just one toxic employee can do—not only to team morale but also to business results. Lately, I’ve been helping several clients navigate challenging employee situations, and I wanted to share some practical strategies.
7 Tips for Managing Toxic Employees
1️⃣ Prevent the Problem: Hire Carefully
The best way to deal with a toxic employee? Avoid hiring them in the first place. Strengthen your hiring process to screen for behavioral fit, and don’t ignore red flags during interviews. (This deserves its own post!)
2️⃣ Address Issues Early
If you notice performance or behavioral red flags within the first 90 days, use the probationary period to address concerns and, if needed, transition them out before they become a long-term problem.
3️⃣ Document, Document, Document
Keep records of incidents, patterns of behavior, and any conversations about performance concerns. Clear documentation is crucial for providing feedback, coaching, and, if necessary, disciplinary action.
4️⃣ Establish and Enforce Team Guidelines
Creating clear team guidelines can help set behavioral expectations. When employees collectively define what is acceptable, they are more likely to hold each other accountable and reduce workplace drama.
5️⃣ Leverage Your Company’s Core Values
Behavioral issues can be trickier to address than performance problems. Use your organization's core values as a benchmark—if teamwork is a core value and an employee consistently undermines collaboration, hold them accountable to that standard.
6️⃣ Don’t Delay Difficult Conversations
The longer you wait to address problem behavior, the worse it will get. Don’t let issues fester—proactively address concerns before they escalate.
7️⃣ Apply the 5 Cs of Accountability
When managing difficult employees, I like to use the 5 Cs to drive accountability:
✅ Clarity – Set clear expectations upfront.
✅ Courage – Have the tough conversations.
✅ Collaboration – Work with the employee on goals when possible.
✅ Consistency – Provide regular feedback and apply policies fairly.
✅ Corrective Action – If the above steps don’t work, take necessary action.
Final Thoughts
It’s often said that 80% of a manager’s time is consumed by just 20% of the workforce, typically comprised of employees like this. That’s a staggering thought.
If you’re a leader or HR professional dealing with a disruptive employee, don’t let them erode your team’s morale. Use the strategies above to manage them effectively—and if improvement isn’t happening, don’t hesitate to make the tough decision. A toxic work environment isn’t worth the cost of keeping the wrong person on board.
Need assistance, feel free to reach out to leslie@influencehrconsulting.com
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