Having good and talented employees quit and leave isn’t the worst damage toxic workplace behaviours can cause a company. From the way I see it, which I believe is the way it is generally, the danger of keeping other good and talented employees from coming in is where the real damage lies. As an HR manager, you need to be aware of those toxic behaviours in the workplace that are capable of damaging your company’s reputation.
It might interest you to know that oftentimes, these behaviours come from higher-level managers without them even realising it. The purpose of this article is to enlighten you on toxic behaviours in the workplace that are capable of making good employees quit.
Understanding Toxic Behaviour
The workplace is an organised setting, and as such, certain behaviours, even the slightest of them, are considered toxic and can have a potential negative impact on the company in general. Before I begin to list these behaviours, let’s have a look at what toxic behaviour really is and how professionals view it.
According to the Oxford dictionary, a behaviour is considered toxic if and when it is unpleasant or malicious towards others. When a behaviour is unpleasant and malicious, it creates a particularly damaging dynamic that affects relationships and broader environments. Now, that is NOT the type of energy required in the workplace that’d help the company meet their ultimate objective, is it?
Building on this understanding, Dr. Tessa West, Professor of Psychology at New York University and leading expert on workplace dynamics, provides compelling evidence that supports this assertion. Dr. West, author of “Jerks at Work: Toxic Coworkers and What to Do About Them,” has conducted extensive research on toxic behaviours in the workplace, how to identify and recognise those behaviours, and how best to respond. Her findings reveal a fascinating insight that directly reinforces the connection between toxic behaviour and organisational failure. Below is one of her interesting podcast where she talked about Career frustration, finding work that works for you and how to deal with jerks at work.
When you think about it, what makes West’s perspective compelling is her focus on the organisational cost. She emphasises that toxic behaviour pollutes the work environment, thereby creating a contamination effect that spreads far beyond the initial perpetrator. This pollution doesn’t just affect workplace mood—it directly impacts productivity, collaboration, and the very metrics companies use to measure success. Again, this is NOT the energy required if a company is going to come out on top.
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Now, let’s get to the main purpose of this article—the part where I begin to list the 7 toxic workplace behaviours that can make good employees quit. And by the way, you might want to read up on the book “Jerks at Work: Toxic Coworkers and What to Do About Them by Dr. West”. You’re definitely going to find it very helpful.
7 Toxic Workplace Behaviours That Make Good Employees Quit
Let’s be honest. Most employees don’t just wake up one day and decide to quit a job they once loved. It’s usually a slow burn. A build-up of stress, disrespect, and emotional fatigue caused by the very people meant to lead. Some of the behaviours that push good employees away are not always loud or obvious. In fact, many are so normalised that they’re no longer seen as toxic until people start walking out the door.
And not to make excuses for any of the bearers of these behaviours, but I have noticed that some of them do it without even realising until it’s too late, which is why a proper orientation and reorientation should be carried out in the workplace. as often as possible. Without any further ado, here is the list of 7 toxic behaviours in the workplace that make good employees quit.
Employers’/Manager’s Part
When the employers or people in higher levels in the company act rudely towards their subordinates, you are sure to have all of them either quit or lose motivation to even get out of bed in the morning, let alone be productive at work. Most times, these higher-level employers are quick to put the blame on them when the results aren’t met but fail to recognise the root cause of the setback on delivery. Here’s a real life example
Lilian is a video editor and a voiceover expert working under the supervision of Judith and Emmanuel. These two are responsible for making available the scripts that Lilian would use to work. They are also responsible for paying her salary based on the number of videos she completed, but guess what? Both of them almost never send the scripts to the young lady.
Not just that, they both have issues when it comes to feedback. Lilian would request a script via email but won’t get a response. She’d send them both a message on WhatsApp; still won’t get a response. Even when she meets them, she’d get an “I’m so sorry for the delay; you’ll get it in the next 10 minutes” response. At the end of the month, they’ll not only pay her less but also blame her for not meeting the set target. Somehow they forget they were the ones that contributed to the setback.
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Anyways, I had to call Lilian after the third month of being the only one in the video editing team who has consistently fallen short of her target for three months. She explained everything and even showed me several unreplied messages from her supervisors. They were both demoted after corroborating what Lilian had said about them and at the same time failed to explain in their defence why they were behaving like that towards her.
The whole point of this story is to drive home my point that most of the toxic behaviours in the workplace are seen in the top-level managers of a company. From here, you could tell that the negligence and discriminating behaviour against Lilain were unpleasant. That is certainly one of the toxic workplace behaviours that makes good employees quit, and it almost cost us a good talent. Lilian’s story is a case of employers blaming employees without taking responsibility, and if that’s not toxic, I don’t know what is.
#1. Workplace favouritism
Now, let’s talk about something we’ve all seen but rarely address, and that is favouritism. When one employee gets constant praise, special treatment, or a free pass on deadlines, while others doing the actual work get nothing but silence — it breeds resentment. And fast.
Sometimes, it doesn’t even need to be verbal. You’ll see it in body language, in who gets invited to certain meetings, or who the manager always “just so happens” to have lunch with. Favouritism kills morale. It creates an inner circle vibe where some feel seen and others feel invisible, even when they are the ones breaking their backs for the company.
Don’t get it twisted. It’s not about jealousy; it’s about fairness in the workplace. People don’t leave jobs because someone else is thriving — they do so because they’re being overlooked while giving their best.
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#2. Micromanaging every breath you take
Micromanaging is the workplace version of being followed around by a drone. At first, it appears normal or like something you’d expect from a manager, but it’s exhausting. Yes, managers need to check in. But when you start policing how people breathe, organise their files, or reply to emails — you’re definitely not managing; you’re smothering.
Good employees want clarity, not control. When they feel watched instead of trusted, they mentally check out. Or worse — they physically check out, and you don’t want that, so you might want to back off just a little bit. and give people room to work. If you don’t trust them to do their job, then why hire them in the first place?
#3. Ghost-style communication from supervisors
This one ties back to Lilian’s story. How do you expect employees to deliver when they can’t even reach their supervisors? Imagine asking for clarification on a task…
Then waiting.
And waiting.
And waiting some more. No reply to your email. No reply on WhatsApp. When you finally chase them down physically, you get the famous “Oh sorry, I’ve been so busy. I’ll send it in 10.”
But the “10” turns into a week, and somehow you’re still expected to meet your deadline. And here’s what makes it worse — when the results come in below expectations, the same supervisors who ghosted you now magically appear, asking questions like “Why is this late?” or “Why is it not done this way?” as if you had the full information to begin with.
Employees aren’t magicians. If there’s no clear brief, no support, and no two-way communication, then the output will suffer, not because they’re incompetent, but because they were left to operate in a vacuum.
It’s honestly draining. When you have to chase someone for every little thing, it starts to feel like you’re begging just to do your job and that’s how good people lose interest in even trying.
#4. Unecessarily & long-hour meetings that could’ve been one slack message
We’ve all been there — stuck in a 2-hour meeting that could’ve easily been summarized in three bullet points.
It’s not just about wasting time. Long, unnecessary meetings drain energy and cut into the actual work time people need to hit their goals. Worse, they often get scheduled last minute with no agenda, and everyone’s forced to sit through updates that don’t even concern them. Productivity dies in rooms like that. And eventually, so does passion.
After a while, it starts to feel like meetings exist just to fill space. You step in energized and step out mentally flatlined. People can’t get real work done when their days are chopped into endless discussions that rarely lead to actual decisions. Good employees don’t hate structure — they hate wasted hours and vague conversations that do nothing but stall progress..
#5. Public criticism, private silence
Here’s a pattern: Some of you managers will call out loudly when an employee messes up… but go completely silent when they do something amazing. You’ll get corrected in front of the whole team for an oversight. But when you hit your numbers or deliver something excellent? Nothing. Not even a “thank you.” That imbalance creates a culture of fear — not growth. Employees start to operate from a place of anxiety instead of pride.
Over time, the silence hurts more than the criticism and sends a message — loud and clear: “You’re only visible when you fail.” This kind of environment doesn’t motivate people to improve; it makes them scared to try. And when people are afraid to fail, they stop showing initiative. They do just enough to get by, never more. Because if your wins don’t matter but your mistakes are always on display, what’s the point of trying?
#6. Burnout culture disguised as commitment
There’s a sneaky kind of toxic that hides behind words like “commitment,” “loyalty,” or “being a team player.”
It looks like staying late every day…Skipping lunch breaks, taking work calls on weekends and being applauded for it.
But let’s call it what it really is: burnout culture. When the reward for working overtime is just more work, and no appreciation or compensation — you’re setting people up to walk away. Good employees are not machines. If they don’t rest, they’ll eventually quit — physically or mentally.
And here’s the worst part — when those employees finally burn out or break down, it’s often treated like a personal failure. No one stops to ask how the system contributed to it. No one checks if the expectations were unrealistic. They just get replaced, and the cycle continues. That’s not commitment. That’s quiet destruction wearing a corporate smile.
Toxic Behaviours Among Co-Workers
It is not just management, colleagues can be toxic too. We talk a lot about bad bosses, but if we are being honest, some of the most toxic behaviours come from the people sitting right next to you. The colleague who throws you under the bus in front of the team. The one who pretends to be your friend but talks behind your back. The one who always finds a way to make things harder than they need to be.
Toxicity doesn’t need a title to do damage. And while managers hold power, peers often shape the actual day-to-day experience. Here are some behaviours from your co-workers that can quietly push good employees to their breaking point.
#1. Workplace Gossip
Gossip doesn’t always sound malicious — sometimes it comes dressed as harmless chit-chat. But when you realise the same people who are gossiping with you are also gossiping about you, it hits differently. It creates a workplace where everyone is second-guessing each other, wondering what’s being said behind closed doors or in group chats they’re not part of.
Even worse, it makes people paranoid. You start holding back your thoughts during meetings or choosing your words too carefully because you’re afraid of being misquoted or mocked later. It’s not just draining — it’s distracting. Employees can’t thrive in a workplace that feels more like a rumour mill than a professional environment.
There was a case that came to my table about two employees who used to be work buddies but fell off at some point. The problem was that one became very quiet, almost invisible while the other one became friends almost everyone. The thought that her used to be buddy is going around revealing to her new buddies all what she said about them whilst they were still buddies, made her want to leave her job.
#2. Cliques and Exclusion
Some colleagues naturally form friendships , which is totally fine. But when those friendships turn into exclusive cliques that leave others feeling isolated or unwelcome, it becomes a toxic culture in disguise. Imagine walking into the office kitchen and suddenly the conversation dies. Or there’s a team outing you only heard about the next day.
That’s toxic behaviour. It doesn’t have to be verbal or dramatic. It’s the inside jokes you’re not part of, the group decisions made without you, and the subtle looks that make you feel like an outsider. I have come to realise that people don’t just want to earn a paycheck, they want to feel like they belong. And when your own teammates make you feel invisible, the job itself starts to feel heavier than it should.
#3. Passive-Aggressive Communication
Some colleagues will never tell you what the issue is, but their tone, facial expressions, and choice of words say it all. They’ll cc your boss in an email that didn’t need to be escalated, “joke” about your workload in front of others, or leave snide comments under their breath. It’s mentally exhausting trying to read between the lines every day.
A good example is the story I shared earlier about the two former work buddies — the one who went quiet and started withdrawing, not just from her friend but from the whole team. That behaviour wasn’t loud or confrontational, but it was just as damaging. She felt exposed, anxious, and alone, especially with the fear that her old friend might be sharing private conversations with her new clique. That’s how passive-aggressive energy works — it doesn’t always explode. Sometimes it just sits quietly and makes someone feel like they no longer belong.
#4. Idea Sabotage or Credit Theft
Nothing hurts more than giving your best and having someone else take credit for it. This is one is common in the workplace just as in the classroom back then. The one to quickly stand up without the teacher pointing at them are ususally the ones that heard someone else mutter the answer. You drop a brilliant suggestion in a brainstorming session, and suddenly your colleague is pitching it as their own in front of the boss. Or you lead the backend work on a big project, only for someone else to shine while you’re barely acknowledged. It’s frustrating and demoralizing.
Another side of it is when coworkers actively block your ideas under the guise of “raising concerns,” only to later repackage the same idea as theirs. It’s sneaky and strategic. And when it keeps happening, it doesn’t just kill creativity, it makes you stop sharing altogether. Eventually, you start doing the bare minimum, not because you’re lazy, but because you’re tired of being overshadowed or undermined.
Managing Toxic Behaviours in the Workplace
I can tell you from experience that toxic behaviours aren’t always easy to call out, especially in environments where silence is the norm. But if businesses want to retain good people, they can’t keep sweeping issues under the rug. Creating a healthy workplace takes more than free coffee and branded notebooks — it takes accountability, consistency, and a willingness to deal with uncomfortable truths.
Here are some practical ways to manage and reduce toxic behaviours in the workpplace, whether they’re coming from the top or co-workers:.
#1. Address it early and respectfully, too— Don’t wait for HR
Sometimes, the best time to address a toxic behaviour is the first time it happens. If a colleague makes a snide comment or crosses a line, respectfully call it out in the moment. Not every situation needs escalation, but silence sends the message that it’s okay. A simple, “Hey, I’d prefer if we didn’t go that route,” can go a long way.
That said, it’s important to pick your battles. Not everything will be worth confronting directly, but the behaviours that linger — the ones that make people uncomfortable or disrespected shouldn’t be ignored. One honest conversation can stop a cycle before it starts.
#2. Establish clear reporting channels that actually work
Many companies have HR departments but not all employees feel safe enough to use them. If people don’t trust that their concerns will be taken seriously (or worse, fear backlash), then the system is broken. Employees need more than a complaints email. They need visible proof that when issues are reported, they are dealt with properly.
This means leadership needs to be consistent. Don’t pick and choose who gets held accountable. If someone’s behaviour is harmful no matter their rank or relationship to management, it needs to be addressed. Fairness builds trust. And trust keeps good employees from quietly quitting.
#3. Train managers to actually manage people
A lot of managers are promoted based on performance, not people skills. But managing people requires emotional intelligence, clear communication, and self-awareness. It’s not enough to know how to do the job; you have to know how to support others doing it too.
Companies should invest in real leadership training, not just how to hit KPIs, but how to give feedback, resolve conflict, and create psychologically safe environments. Most toxic workplace behaviours don’t come from bad intentions. They come from poorly trained leadership making avoidable mistakes over and over.
#4. Make feedback a culture in the workplace
This one’s for HR managers and the top-level executives. If the only time your employees get to speak up is during annual performance reviews, then you’re already too late. Feedback should be a living, breathing part of the company culture. It should happen regularly, not just when people are being evaluated or exiting the company.
Create safe, consistent channels where employees can speak freely — anonymous surveys, suggestion boxes, monthly check-ins, or open forums. And when they do speak up, show them it matters. Act on the feedback, acknowledge it, even if you can’t implement everything. Because nothing kills trust faster than asking people what they think, then ignoring them. Employees don’t expect perfection but they do expect to be heard. And if they’re not, they’ll eventually take their voice (and their talent) somewhere else.
#5. The Gaslighters
Lastly, we have the ones I call the gaslighter because they make you question your sanity. Gaslighting is one of the most dangerous toxic behaviours I have seen in the workplace, and yes, it happens between colleagues too. These are the ones who pretend like you never told them something (even though you did), deny conversations that clearly happened, or conveniently shift blame onto you when things go wrong. Over time, it makes you start second-guessing your memory, your instincts, even your own confidence.
You’ll hear things like “I don’t remember you saying that,” or “Are you sure you’re not overreacting?” or “That’s not what I meant, you’re taking it the wrong way.” And it always happens just enough to make you question yourself but never enough to confidently report it. That’s what makes gaslighting so subtle and damaging. It’s not loud or aggressive. It’s manipulative and quiet, and it can slowly erode someone’s mental well-being while keeping the gaslighter looking clean. If left unchecked, it doesn’t just cause tension, it causes people to leave entirely, just to feel like themselves again.
I believe I’ve said enough to show that toxic behaviours in the workplace is not always loud or obvious. Sometimes, it hides behind silence, fake smiles, “just jokes,” and unspoken rules. Whether it’s coming from a supervisor who won’t take responsibility or a colleague who slowly chips away at your confidence, the result is the same: good people get tired, fed up, and eventually walk away.
If you’re a team lead, HR manager, or CEO reading this, don’t wait until your best people walk away before you start paying attention. And if you’re an employee going through any of this, know that your frustration is valid. A healthy workplace isn’t a luxury. It’s a basic requirement. Respect, communication, and accountability should never be too much to ask. You can go ahead and read the following recommended articles written by me
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