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<v Speaker 1>Helping leaders motivate their people to a higher level of

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<v Speaker 1>performance through strong human relations, team building, and goal achieving.

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<v Speaker 1>This is the seven Minute Leadership Podcast with your host

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<v Speaker 1>Paul Fello Aledo.

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<v Speaker 2>Hello everyone, and welcome to the Seven Minute Leadership Podcast.

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<v Speaker 2>It's episode two eleven, and today's topic dives into one

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<v Speaker 2>of the most challenging questions for leaders. Can toxic employees

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<v Speaker 2>be fixed or should they be let go? Toxic team

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<v Speaker 2>members can disrupt your culture, impact morale, and even affect

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<v Speaker 2>your bottom line. But what's the best approach? So let's

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<v Speaker 2>dig into this topic. First, let's define what we mean

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<v Speaker 2>by toxic employee. We're not talking about someone who's having

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<v Speaker 2>a bad day or is struggling with performance due to

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<v Speaker 2>temporary circumstances. Toxic employees consistently display negative behaviors like spreading gossip,

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<v Speaker 2>refusing accountability, or undermining teammates. These individuals drain energy and

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<v Speaker 2>can poison your workplace culture if left unchecked. And before

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<v Speaker 2>labeling someone is toxic, ensure it's a pattern of behavior

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<v Speaker 2>and not just a one time issue. Some leaders believe

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<v Speaker 2>toxic employees can be rehabilitated, and there are valid reasons

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<v Speaker 2>to try. Number One is investment in development. You've already

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<v Speaker 2>invested time in resources into this individual. Number two is

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<v Speaker 2>underlying issues. Sometimes toxic behavior stems from burnout, personal struggles,

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<v Speaker 2>or even unclear expectations. And number three is cultural responsibility.

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<v Speaker 2>As leaders, we should create environments where people can grow

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<v Speaker 2>and improve. So how do you go about this? So

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<v Speaker 2>start with honest, direct feedback. Toxic employees are often unaware

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<v Speaker 2>of how damaging their behavior is. Set clear expectations for

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<v Speaker 2>improvement with measurable goals and timelines. Offer support, whether that's mentoring, coaching,

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<v Speaker 2>or even professional help, but be realistic. Change has to

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<v Speaker 2>come from within. And then, on the other hand, there

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<v Speaker 2>are times when the best decision is to part ways.

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<v Speaker 2>Culture is non negotiable. If the employee refuses to align

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<v Speaker 2>with your team's core values, keeping them jeopardizes your culture

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<v Speaker 2>chronic behavior when improvement efforts fail, you risk enabling toxic behavior,

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<v Speaker 2>which can spread to others. And then there's team impact.

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<v Speaker 2>Toxic employees demoralize the team. You can't afford to let

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<v Speaker 2>one person drive away your top performers, and let's face it,

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<v Speaker 2>firing someone isn't easy, but it's often necessary for the

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<v Speaker 2>health of the organization. As the saying goes high or slow,

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<v Speaker 2>fire fast. Letting go of toxic employees can be a

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<v Speaker 2>turning point that revitalizes your team. So can toxic employees

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<v Speaker 2>be fixed or should they be let go? The answer

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<v Speaker 2>lies in the severity of the behavior, their willingness to change,

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<v Speaker 2>in your team's ability to give them a chance to change,

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<v Speaker 2>in their ability to thrive despite their presence. As leaders,

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<v Speaker 2>we must balance empathy with accountability. And if you've done

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<v Speaker 2>everything you can and the toxicity remains, it's your responsibility

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<v Speaker 2>to protect the culture for the greater good. This has

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<v Speaker 2>been the seven Minute Leadership Podcast and I thank you

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<v Speaker 2>for listening.

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<v Speaker 1>For more Paul Fell of Alito Podcasts, visit paulfellowalito dot com.