Managing Problematic Employees
Before They Derail Your Culture
You’ve invested time and resources into building a high-performing team. The skills are there, the goals are aligned, and for the most part, things run smoothly. But then something shifts. Tension creeps in. Communication breaks down. Productivity dips. And before you know it, your best people are frustrated… or worse, heading for the door.
Often, the cause isn’t a sweeping policy failure or market shift. It’s one person. One bad apple. And left unaddressed, their behaviour can spoil everything you’ve worked to build.
As HR professionals, we’ve seen this scenario unfold far too many times. And here’s the truth: problematic employees don’t always come with flashing warning signs. It’s not always blatant insubordination or a dramatic blow-up. More often, it’s subtle, but corrosive.
Let’s break it down.
Spotting the Signs Early: The Subtle Red Flags
Problematic behaviour often starts small. Maybe it’s the team member who constantly questions others in meetings– not to collaborate, but to subtly undermine. Or the one who “jokes” about colleagues in a way that cuts a little too deep. Maybe it’s the employee who consistently brings a heavy cloud of negativity, sucking the energy out of every room.
These behaviours don’t show up in policies as clear violations, but they’re just as damaging. And because they’re harder to pin down, they tend to linger.
Early in my career as a Management Consultant, I saw firsthand just how damaging one toxic individual can be. A particular consultant was notoriously difficult to work with– arrogant, rude, and openly condescending. Eventually, no one wanted to be assigned to projects with him. Our Operations Manager tried to manage the situation diplomatically by transferring him to another region, but the feedback was the same. His behaviour disrupted team cohesion wherever he went. Ultimately, the only viable solution was to terminate his employment. It was a tough lesson early in my career: when toxic behaviour is left unaddressed, it spreads. It affects morale, productivity, and retention.
The Ripple Effects: What One Person Can Cost You
Allowing problematic behaviour to go unchecked is not a neutral decision. It has real consequences:
- Morale and engagement suffer. Teams become guarded, less collaborative, and more siloed.
- Productivity drops. Time spent navigating tension or cleaning up after miscommunications is time lost.
- Retention takes a hit. High performers don’t stick around in toxic environments.
- Your reputation as a leader is on the line. Employees look to leadership to protect culture. If you don’t act, they notice.
It doesn’t take long for the cost of inaction to outpace the discomfort of intervention.
Coaching and Accountability
Not every tough personality is uncoachable. Sometimes, behaviour stems from stress, poor self-awareness, or outdated habits. With the right support, clear feedback, accountability, and development, people can change.
That said, coaching is not a loophole to avoid tough decisions. It’s a tool to clarify expectations and offer an opportunity to course-correct. But if behaviour doesn’t improve with coaching, or if it crosses a line that endangers team safety or trust, leaders must be ready to act.
Culture Is Built on What You Tolerate
Your team is always watching. They notice who gets away with what. And when you allow one person to consistently behave poorly, you’re sending a message; whether you mean to or not.
Culturally, you risk normalizing dysfunction. Financially, you risk turnover, lost productivity, and even legal exposure if toxic behaviour crosses into harassment territory.
There’s nothing “soft” about dealing with team dynamics. It’s some of the hardest and most impactful work a leader can do. And you don’t have to do it alone.
How HR4U Can Help
When you partner with HR4U, you get hands-on support.
We help you:
- Spot early warning signs of dysfunctional behaviour
- Coach leaders through confident, compliant conversations
- Draft performance improvement plans and documentation
- Provide neutral third-party mediation or investigations
- Strengthen your internal policies and code of conduct
- Build a culture where respect and accountability are non-negotiable
Because at the end of the day, your team deserves to work in an environment where they feel safe, supported, and empowered to do their best work.
If you’re dealing with a difficult team member, or worried one is flying under the radar, don’t wait. HR4U is here to help you protect your culture and strengthen your leadership. Let’s talk.
