Toxicity in Teams: Behaviours and Traits

When we talk about a “toxic” team member, we’re not just referring to someone who occasionally shows frustration or challenges the norm. Toxicity in this context is far more insidious. It’s the person who consistently undermines, manipulates, or isolates others to maintain control or avoid accountability. Toxic team members often exhibit passive-aggressive behaviour, constant negativity, and refuse to collaborate. They can be charming one minute and destructive the next, sowing seeds of discord wherever they go.

At first glance, it may seem like these behaviours are simply the result of stress or a difficult situation. However, they often signal deeper issues of insecurity, competition, or a lack of empathy. They thrive on creating chaos, thriving in environments where the focus isn’t on collective growth but individual survival.

How One Bad Apple Can Spoil the Barrel

It’s easy to think that a single toxic individual won’t have a lasting impact on a high-performing team. Over time, however, one person’s inability to be a true team player can erode the trust, morale, and efficiency of the entire group.

The ripple effects are tangible. High-performing team members may begin to disengage, lowering their standards of collaboration and productivity. Others may start to mirror toxic behaviours, feeling that this is how they must behave to thrive or survive in the environment. The longer a toxic individual remains unaddressed, the greater the damage done to your culture.

This erosion happens quietly. It’s not always visible in the form of direct confrontation but manifests in passive-aggressive comments, missed deadlines, and people withdrawing emotionally. It’s the slow death of innovation, creativity, and trust that makes teams unstoppable.

1. Fear of Retaliation Dominates:

In a healthy work environment, employees should feel empowered to voice their concerns, offer feedback, or admit to mistakes without the fear of punitive actions. When retaliation or the threat thereof becomes the norm, it suppresses open dialogue. This fear can manifest as hesitation to report issues, reluctance to suggest innovative ideas, or even the suppression of personal feelings to avoid conflicts. Such an environment isn't just stifling; it's regressive and detrimental to both individual growth and organisational progress.

2. Overwork is the Norm:

An environment that constantly demands more without recognising the value of rest and recuperation is signalling a disregard for employee well-being. While dedication and hard work are commendable, pushing employees to the brink of burnout for prolonged periods is neither sustainable nor ethical. Over time, it leads to decreased morale, increased errors, and a significant dip in overall productivity, contrary to what the overwork culture promises.

3. Gossip Circulates Unchecked:

Workplaces should prioritise direct and transparent communication. When gossip becomes the primary mode of information dissemination, it erodes trust and promotes a culture of secrecy and misinformation. This doesn’t just affect interpersonal relations but can also lead to misinformed business decisions. An unchecked gossip culture often signals a lack of proper communication channels and a disregard for promoting a unified, cohesive team.

4. Ambiguity in Communication:

Clarity in communication is the cornerstone of efficient operations. Ambiguity, on the other hand, creates uncertainty. When employees are left in the dark about changes, goals, or expectations, it leads to anxiety, mistakes, and decreased motivation. A transparent culture not only informs but also involves employees in the company's vision, fostering a sense of belonging and purpose.

6. Favouritism Overrules Merit:

When personal relationships supersede merit in decisions concerning promotions, rewards, or recognitions, it demotivates employees who put in genuine effort. Such practices can lead to a decline in work quality, as employees begin to believe that merit isn't truly valued. This not only breeds resentment but also jeopardises the company's potential by placing unqualified individuals in pivotal roles.

7. Employee Well-being Isn't a Priority:

Modern workplaces recognise that employee well-being directly impacts productivity, creativity, and loyalty. When mental, emotional, and physical health concerns are brushed under the rug or met with indifference, it’s a glaring sign of an organisation that values output over the human element. Creating supportive structures for employee welfare should be paramount in any forward-thinking establishment.

8. Exclusion Over Inclusion:

Diversity brings in a wealth of perspectives, fostering creativity and innovation. When certain groups or individuals are consistently sidelined, it not only hints at underlying biases but also stunts the organisation's potential. An inclusive environment celebrates differences and ensures that everyone has an equal platform to voice their ideas and concerns.

9. Strict Hierarchy Stifles Voices:

While organisational structure is essential for functionality, an over-emphasis on hierarchy can suppress valuable insights from lower-tier employees. When only the opinions of the top echelon are considered valid, it creates a one-dimensional view, missing out on the diverse experiences and insights that a broader spectrum of employees can offer.