Here’s the truth: Every business leader eventually faces that one toxic employee—the one who drains morale, ignites drama, and turns team meetings into a minefield. Ignoring it and hoping it will go away doesn’t work. Leadership is about stepping up, even when it’s uncomfortable.

Let me tell you a quick story. A client of mine once hired a rockstar sales rep who crushed quotas but torched relationships along the way. Let’s call him “Mike.” Mike’s behavior was like a slow leak in a tire—unnoticed at first, but eventually, the car was undrivable. When the team finally confronted Mike, the damage had spread, leaving half the staff demoralized and others actively looking for new jobs. The leader in charge realized he had waited too long to act.

That’s the lesson: The cost of inaction is always higher than the discomfort of taking action. If you don’t deal with toxicity, it will deal with you.

Here’s how you can take charge and handle toxic employees like the badass leader you’re meant to be:

1. Spot the Smoke Before the Fire

Toxic behavior doesn’t start with a massive blow-up—it begins with subtle signs. Maybe it’s a lot of sarcasm, passive-aggressive emails, or constant complaints in the break room. Pay attention to those early warning signals. Toxicity often thrives in ambiguity, so the sooner you name the issue, the faster you can address it.

Action Item: Create a “red flag checklist” for your team. Monitor recurring patterns like missed deadlines, negative comments, or coworkers avoiding someone. If the same name pops up repeatedly, it’s time for a conversation.

2. Call It Out Calmly and Clearly

Most leaders dread confrontation, but here’s the secret: You can be direct without being a jerk. The goal isn’t to embarrass the employee—it’s to set a clear boundary and outline expectations.

Start with specifics: “Mike, I’ve noticed you’ve been interrupting teammates during meetings. It’s impacting collaboration.” Then, state the impact and desired behavior. Be firm but empathetic, and always document the conversation.

Action Item: Practice a “Tough Talk” script. Write out the behavior, the impact, and what you need them to do differently. Rehearse it until you feel confident.

3. Focus on the Payoff, Not the Problem

Toxic employees act out because they get something in return—attention, control, or avoidance of accountability. Identify what’s reinforcing their behavior and cut it off. If Mike loves to dominate conversations, create rules about speaking time. If negativity spreads in private chats, encourage open, positive communication.

Action Item: Redesign team dynamics to discourage toxic behavior. Make praise and collaboration the norm so toxicity sticks out like a sore thumb.

Final Thoughts

Managing a toxic employee isn’t fun, but neither is letting your team fall apart because you avoided the hard work. When you address the issue head-on, you’re not just fixing a problem—you’re building a culture where high standards, mutual respect, and collaboration thrive.

Take action now. Toxicity grows in silence. Be the leader who cuts it off at the root and turns your team into a powerhouse.