Tackling Toxic Employees: Turning Negativity into Positive Performance

We’ve all been there – dealing with that one toxic employee who’s driving you up the wall, dragging down team morale, and wreaking havoc on your business. The truth is, these negative forces don’t just annoy us; they destabilize the entire workplace, causing good employees to quit and hurting your bottom line.

Do any of these employees sound familiar?

• Wilbur always showing up to work late

• Margareta constantly badmouthing the higher-ups

• Joseph talking over others in meetings

Here’s the thing: not all hope is lost. By taking the right steps, you can turn those negative employees into positive performers who contribute to a thriving work environment. Let’s dive into how you can make that happen.

1. The Chronically Late Employee: Meet Wilber

Wilber’s always late, and he’s got a new excuse every day. Sound familiar? Chronic tardiness doesn’t just annoy the team; it throws a wrench in the whole operation.

So what do you do? First, get to the root of the problem. Sit down with Wilber, have an open and non-judgmental chat, and find out what’s really going on. The goal here is to be genuinely curious about why he’s late so often, and to change his perspective so he realizes how big of an issue this really is. The goal of a conversation like this is not to go through excuses, it’s to understand the bigger picture and come up with a lasting solution.

Maybe he’s got personal challenges or mental health issues that make it tough to be on time. Once you know the why, you can work together to find a solution—like adjusting his start time to reduce stress and make him punctual.

2. The “That’s Not My Job” Syndrome: Dealing with Sandy

Sandy’s the one who sticks to her job description like glue, refusing to step outside her comfort zone. It’s frustrating, but instead of dropping the hammer, take a different approach.

Step 1: Start by figuring out why she’s resistant. Is this something new? Has something changed in the organization? Is there a skills gap she may be worried about?

Step 2: Ask Sandy for input to understand her motivations based on your assessment in step 1.

Step 3: Work together to find a solution—whether it’s additional training or resolving personnel clashes. It’s important that she’s bought in on this, so having her suggest a path forward is your best chance of success.

3. The Meeting Dominator: Handling Joseph

Joseph loves to talk, and he talks over everyone in meetings. This kind of behavior can kill team morale and silence good ideas.

Have a one-on-one with Joseph, and explain how his actions affect the team. Give him clear guidance on how to pause and let others contribute. Really make sure he understands how the other individuals on the team feel when he dominates the conversation.

And if he slips up, gently redirect the conversation to ensure everyone gets a chance to speak. Here’s one you can use, “Joseph, thanks so much for your feedback. I’d really love to hear what Michelle thinks.”

4. The Customer Complainer: Addressing Julia’s Bad-Mouthing

Julia’s been caught bad-mouthing a customer, and it’s not just bad for business—it’s toxic, especially since customers have long memories. If a customer hears you bad-mouthing a different customer, they’re going to wonder if you do it about them too.

Start by getting her side of the story. Maybe she was having a rough day, or maybe there’s a deeper issue at play. Once you understand the context, make it clear that this behavior is unacceptable because it creates a really bad environment for the rest of the team, turns off other customers, and sets a bad image for the company in general.

Help her find better ways to handle difficult customers and agree on a plan to move forward positively. If she needs to blow off steam, she’s got to do it outside of work with her friends. Or even in a private setting with you (her supervisor).

5. The Management Critic: Dealing with Margareta

Margareta’s the one who openly complains that “management stinks.” It’s crucial to get to the bottom of her frustrations. Did something change that upset her? Odds are she hasn’t been this way since day one—so find out what set her off.

Have a coaching session where you express concern about her and try to understand why she’s not happy. This approach shows Margareta that you care about her well-being and also gives you the chance to identify and address any underlying issues affecting the entire team.

6. The Naysayer: Turning Carlos Around

Carlos is the guy who shoots down every idea before it gets off the ground. His negativity can poison the team if left unchecked.

Start by connecting with Carlos on a personal level—what’s going on in his life that might be causing this outlook? If there’s anything you can address, you should. When he’s negative about something specific, ask him for solutions.

Show him appreciation when he does something positive to reinforce good behavior. Be available and approachable to your team, it lets them know you want to hear what they have to say.

Overall, Stay Positive

Dealing with toxic employees isn’t one-size-fits-all, but a positive and proactive approach makes all the difference. Have transparent, solution-oriented conversations, and don’t forget to acknowledge and reward employees when things are going right. And if, after all efforts, you still can’t turn the behavior around, it might be time to part ways.

BONUS QUIZ: How are you dealing with negative employees?

Answer “yes” or “no” to each of the following questions. You get 1 point for each “yes” answer.

1. Do you act as soon as possible when spotting negative behavior?

2. Do you meet privately with underperforming employees to get to the root of the issue?

3. Do you express genuine concern for their well-being and try to understand any pressure they’re experiencing?

4. Do you communication the solution-oriented purpose of the conversation?

5. Do you encourage underperforming employees to come up with their own path for improvement, rather than dropping something on them from above?

6. Do you set a realistic time frame for improvement with regular follow-up check-ins?

7. Do you provide coaching for the employees needs when appropriate?

8. Do you arrange for outside counseling when appropriate?

9. Do you come up with alternatives for how the toxic employee can engage with co-workers or customers?

10. Do you foster a positive workplace that regularly recognizes and rewards employee achievement?

What’s your score?

• Over 8: You’ve got a great workplace environment.

• 6-8: You could use some fine-tuning on how you deal with underperformers.

• Under 6: Time to reevaluate your feedback culture (or lack thereof). Try implementing some ideas from these stories.