Managing Toxic Employees: Creating Accountability at Work

Managing toxic employees can be incredibly difficult and they can wreak havoc on a workplace. Their entitlement, resistance to accountability, and negative influence can drain team morale, disrupt productivity, and challenge even the most seasoned leaders. But what happens when you, as a leader, inherit or encounter these individuals? How do you manage the situation while protecting your team, your company, and your own leadership integrity?

This blog series will explore the difficult—but necessary—task of managing toxic employees effectively. We’ll look beyond simple conflict resolution and dive into strategies for setting firm boundaries, enforcing accountability, and preventing toxicity from spreading.

The Challenge of the Entitled Employee

Some employees resist feedback, push back on expectations, and believe the rules don’t apply to them. These entitled employees can be particularly difficult to manage because they often exhibit high confidence but low self-awareness. They may manipulate company policies to their advantage, undermine leadership decisions, or drain energy from coworkers who are simply trying to do their jobs.

Left unchecked, these behaviors can cause turnover among your best employees, create a culture of negativity, and even lead to significant business risks. The good news? There are strategies leaders can implement to course-correct and establish a workplace of accountability and professionalism when managing toxic employees.

Setting Boundaries and Driving Accountability When Managing Toxic Employees

To regain control of a workplace affected by toxic employees, leaders must take some direct steps in managing toxic employees:

• Clearly define expectations – Ambiguity is the enemy of accountability. Establish clear job roles, behavioral expectations, and performance standards.
• Enforce consequences – Many toxic employees thrive in environments where poor behavior is tolerated. Holding firm on consequences ensures fairness and signals that professionalism is non-negotiable.
• Develop strong documentation – Keeping a record of behaviors, performance issues, and interventions is critical for performance management and potential legal protection.
• Recognize when it’s time to let go – Not every employee can or will change. Leaders must have the courage to remove those who refuse to align with company values.

Recovering from a Toxic Workplace

If toxicity has taken hold, recovery is essential. Leaders must rebuild trust, restore morale, and foster a positive culture. This requires:

• Open communication – Acknowledge past challenges and outline a path forward.
• Reinforcement of company values – Leadership should model and reward the behaviors they want to see.
• Investing in the right people – Elevate employees who contribute positively and create a workplace where accountability is embraced.

What’s Next?

In upcoming posts, we’ll dive deeper into specific strategies for handling difficult conversations, navigating HR complexities, and transforming a struggling workplace culture into one that thrives.

Have you faced challenges in managing toxic employees? Share your experiences in the comments—we’ll address real-world scenarios in future discussions.