How to Handle a Problematic Team Member

You probably already know that if you have one toxic person in your team it can bring down the morale and productivity of an entire team. If you don't do something about it, it will usually fester into something much bigger - resentment among your high performers, a negative workplace culture, and you run the risk of losing good team members who don’t want to work in such an environment.

Badass Energy: This is Your Business

This is your business, and you have every right to set the expectations. Don’t be afraid to set boundaries with this. Part of being a great leader is protecting the culture you’re building. You’ve put in the work building your business and building your team, and you’re responsible for ensuring that the business operates at a high standard. If someone on your team is undermining that, you need to correct it. Shying away from conflict doesn’t serve you or your team but taking charge of the situation does.

The Real Danger of Avoiding the Problem

A common hesitation in dealing with problematic team members is the fear of creating discomfort. But problematic team members are already making the workplace uncomfortable, and avoiding the issue only reinforces their behaviour.

If you let this slide, your top performers will start questioning why they bother to go the extra mile when others don’t. Resentment builds, and soon, your best team members are the ones considering leaving and not the problem team member.

Leadership Means Setting the Standard

If you’re a business owner or manager, it’s your responsibility to set clear expectations about behaviour and performance. Team members will only follow the standards you enforce. If a team member continues to underperform or to display a poor attitude without consequences, the high performers on your team will eventually wonder why they should work so hard if there’s no accountability.

Your role as a leader is to protect the culture of your business. If you allow negative behaviours to persist, you’re effectively sending the message that they’re acceptable.

The Energy Drain of a Problematic Team Member

Studies show that motivation is contagious. Sitting next to a highly motivated person can boost your own productivity while working alongside someone with a negative or lazy attitude can drag you down. This means that your best team members are actively being drained by problematic colleagues.

I've seen how just one toxic team member can shift the entire vibe of a workplace. If a disengaged team member is pulling others down, their presence in your business is costing you more than their salary - it’s costing you team morale, productivity, and retention.

How to Address the Issue

If you have a problematic team member in your business, here’s how to approach the situation:

1. Identify the Impact

Ask yourself:

• How is this person affecting the team?
• Is their behaviour or attitude creating tension?
• Are others picking up the slack for them?

Understanding the impact will help you make a clear case for change.

2. Set Clear Expectations

Maybe your team member doesn't even realise the extent of their impact. A direct and professional conversation about your expectations might be all that's needed:

• Be clear about what behaviour is unacceptable.
• Explain how their actions affect the team.
• Give them an opportunity to improve.

3. Watch Their Response

• Are they stepping up, or just making excuses?
• Are they trying to improve, or getting defensive?
• Are they bringing the team down despite coaching?

If the answer is no to progress and yes to continued negativity, it’s time for a serious decision.

4. Know When to Let Go

If you’ve tried coaching and setting boundaries, but the issue persists, it’s time to performance manage them out. Keeping a problematic team member is far more costly than replacing them with someone who uplifts your team.

Final Thoughts

You set the culture of your business. Keeping the wrong person will always cost you more in the long run. By addressing the issue sooner rather than later or not at all, you protect your workplace culture, build trust with your high performers, and create a business that thrives.

Tough conversations aren’t always easy but they’re necessary. The success of your team depends on the standards you uphold. 

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