Disruptive employees and restoring team cohesion

Every workplace has that one person whose behaviour seems to drain the energy and morale of the entire team. These individuals often engage in disruptive behaviour that makes the environment uncomfortable, whether it’s constant negativity, gossip, or conflicts that seem never-ending. If you're managing someone like this, and simply removing them from the team isn't an option, you may be wondering how to handle the situation without damaging team morale.

Dealing with challenging employees is something most managers will encounter at some point. The good news is that there are proven strategies that can help mitigate the damage caused by disruptive behaviour while working to improve the situation. In this post, we’ll cover effective ways to handle a disruptive employee and offer practical solutions to restore balance in your workplace.

Disruptive employees aren’t just difficult on occasion; their behaviour consistently impacts the work environment in a negative way. While some workers may occasionally express frustration or have bad days, toxic employees create an ongoing atmosphere of tension and negativity.

This can manifest in behaviours like:

• Complaining or gossiping excessively

• Undermining colleagues or taking credit for their work

• Engaging in arguments or making others feel uncomfortable

  
  

These behaviours aren’t just annoying—they can create a culture of distrust, reduce collaboration, and undermine the team’s overall performance. As a leader, it’s crucial to address these issues early to prevent further damage.

Before diving into any action, it’s important to get to the bottom of what’s driving the employee’s behaviour. Are they simply dissatisfied with their role? Or are there other factors at play, such as personal challenges or a lack of motivation? Understanding the root cause will help guide your next steps.

Consider having a private conversation with the employee to discuss their behaviour and wellbeing. Sometimes, disruptive behaviour stems from personal issues, such as family problems or mental health struggles. In such cases, offering support—such as access to counselling, flexible working hours, or additional time off—can help alleviate some of the pressure.

If the behaviour is work-related, such as frustration with job responsibilities, team dynamics, or a lack of career development, you might need to address those issues directly. Offering professional growth opportunities, improving communication or workflows, and resolving any underlying conflicts within the team could help solve the problem.

Disruptive employees often don’t realise the full impact their actions have on the team. They may think they’re just voicing their opinions or that they’re justified in their actions. This is where clear and constructive feedback is essential. Instead of making general statements like “You’re causing problems,” be specific about the behaviour you want to address and explain the consequences. For example: “During yesterday’s meeting, you interrupted multiple colleagues and dismissed their ideas, which made it difficult for the team to collaborate effectively.” Providing examples like this helps the employee understand what they need to change.

In addition to pointing out the negative behaviour, set clear expectations for improvement. For example: “We need you to engage more respectfully during meetings and encourage open discussion. Let’s touch base after the next few meetings to see how things are going.” Setting specific goals and a timeline for follow-up shows you’re serious about the change you expect.

It’s important to accept that not every disruptive employee will respond positively to feedback or attempts to change. Some may be resistant to change due to their own mindset, or they may not recognise the harm they’re causing. In these cases, you might find that attempts to change the behaviour are futile.

If the situation escalates and termination becomes necessary, it’s crucial to have a well-documented record of the employee’s behaviour and the steps you’ve taken to address it. Keep track of all incidents of disruptive behaviour, the feedback given, and any support or resources provided. Documentation ensures that you can demonstrate a consistent pattern of issues if you need to take further action.

Gathering supporting materials, such as peer reviews, performance evaluations, or formal complaints, can also help protect your business and ensure you have a clear record of the employee’s ongoing conduct.

In some cases, temporarily isolating the disruptive employee from the rest of the team can reduce the spread of negativity. Studies show that when employees are regularly exposed to toxic behaviour, they’re more likely to adopt similar attitudes and actions. By separating the individual from day-to-day interactions, you can help protect the rest of the team from further disruption.

This could involve altering seating arrangements, reassigning certain projects, or offering the employee remote work options. It’s important to handle this discreetly and not draw attention to the change. Address the situation privately with the employee and only discuss the matter with others if it’s raised by the employee themselves.

Managing difficult employees is never simple, but with the right approach, you can reduce their impact and maintain a productive, harmonious workplace. By identifying the cause of the disruptive behaviour, providing clear feedback, and setting expectations for improvement, you can guide the employee toward positive change. In more extreme cases, isolation or termination may be necessary, but always ensure you’re following the proper steps to protect both your team and the business.

Taking the right actions now can help prevent a toxic culture from taking root and maintain a healthy, engaged, and productive team. If you're facing challenges with disruptive employees, or need support navigating tough situations, Yellow Consulting can provide expert guidance to help you restore balance in your workplace.

Disclaimer This article, and any information contained on our website is necessarily brief and general in nature, and should not be substituted for professional advice. You should always seek professional advice before taking any action in relation to the matters addressed.