One toxic person on the team, a recipe for disaster

11/04/2025

Have you ever been in a room with people who were talking to each other and then fell silent as soon as you entered?

It may not mean anything. But what if you have a toxic person on your team who is destroying your team from the ground up?

Every team is only as strong as its weakest link. One single person with a negative attitude, manipulation, or constant criticism can turn a well-functioning team into a battlefield full of frustration, demotivation, and stress.

How does a toxic person manifest in a team ?

Toxic people may not immediately appear to be "bad" - they are often the ones who appear to be smart or efficient on the outside. But their behavior has side effects: sowing conflict, undermining authority, passive aggression, spreading negativity, or trying to "divide and conquer".

Typiccal signs of a toxic person in a team :

Constant complaining, no suggestions for solutions
Refusal to cooperate, underestimating others
Criticism behind the back, drama and gossip
Sabotaging teamwork
Ignoring feedback

What are the consequences ?

Toxic behavior is not "just" about discomfort. It has a real impact on the performance and health of the team :

Damage to trust and communication
Increased turnover and decreased motivation
Decreased creativity and willingness to get involved
Increased stress, burnout
Decreased results for the entire team

Simply put: one toxic person can paralyze the work of ten others.

What can a leader do about it ?

As a leader, you cannot "close your eyes" and wait for the situation to resolve itself. Solving requires courage, consistency and empathy.

Step 1: Observe and label the behavior

It´ s not about "labeling" people, but about naming specific behaviors that are inappropriate or harmful.

Step 2: Have an open conversation

Be more direct than usual. Describe how the behavior is affecting the team. Allow room for reaction, but also set clear boundaries.

Step 3: Set expectations and consequences

Show what needs to change – and what will happen if it doesn't change. Be consistent.

Step 4: Support and follow-up

If you see an effort to change, offer support. Monitor progress and be ready to intervene if the situation repeats itself.

When change doesn´ t come…

Not everyone is willing or able to change their behavior. If the toxic influence persists, it's the leader's job to protect the team – even if it means saying goodbye.

A tough decision at the beginning is often less of a loss than tolerating destruction from within for a long time.