Employee behavior has a powerful impact on workplace culture.
While occasional off days are normal, ongoing negativity, poor attitude, or unprofessional actions can ripple across a team, harming morale, collaboration, and productivity.
A single bad employee can influence others, creating tension and putting the entire organization at risk.
Unchecked, toxic behavior doesn’t just affect the individual—it can erode team morale, disrupt workflow, and even expose a company to financial or legal risks.
Yet this challenge is also an opportunity.
By understanding the root causes of negative employee behavior and applying practical manager tips, leaders can restore a positive, productive, and profitable workplace culture.
Understanding employee behavior through common problem traits
Agendrix, an online workforce management solution, highlights patterns commonly observed in industries such as retail, hospitality, and healthcare—environments where teamwork and on-site collaboration are crucial.
Many poor-performing employees exhibit multiple overlapping behaviors, making it easier to recognize and address them by combining related traits.
1. Chronic Complaining and Workplace Trouble
These employees consistently find fault or stir up conflict, spreading gossip and dissatisfaction among the team.
Manager tips: Address concerns privately and encourage constructive feedback. Set clear boundaries to protect team morale and reinforce the values of your workplace culture.
2. Procrastination and Poor Reliability
Procrastinators often delay tasks, miss deadlines, or fail to follow through, which forces coworkers to compensate and slows team performance.
Manager tips: Break work into clear steps with realistic deadlines. Use task boards or reminders to track accountability and determine whether the issue stems from skill gaps or a lack of motivation.
3. Absenteeism, Lateness, and Disengagement
Employees who are frequently late, skip shifts, or mentally check out disrupt workflow and frustrate dedicated coworkers. Their absence or disengagement can erode team morale and compromise workplace culture.
Manager tips: Keep detailed attendance records, discuss personal challenges, and set clear expectations. Provide recognition and opportunities for engagement to reestablish motivation.
4. Resistance to Change and the Bare-Minimum Mindset
Some employees push back against new processes, avoid responsibilities, or only do exactly what is asked, refusing to support teammates. These behaviors can slow progress and harm collaboration.
Manager tips: Include employees in change processes, explain benefits, and emphasize shared goals. Reinforce teamwork values and highlight contributions that go above and beyond the call of duty.
5. Laziness and Underperformance
Employees who avoid effort, lack initiative, or constantly rely on others put extra pressure on the team. Over time, coworkers may resent these underperforming employees, which can negatively impact productivity and cohesion.
Manager tips: Identify the cause—fatigue, lack of skills, or motivation—and provide structured support. Recognize even small progress and set clear performance expectations.
By grouping these ten original traits into five categories, managers can address multiple problem behaviors efficiently while preserving all critical distinctions.
Why bad employee behavior emerges
Not every challenge arises from a desire to cause harm.
According to Planergy, a procurement management software, most bad employees start as productive contributors who eventually struggle due to stress, burnout, or feeling undervalued.
Common triggers include:
- Work overload or exhaustion
- Feeling unheard or unappreciated
- Health, personal, or relationship problems
- Conflicts with coworkers
Understanding these underlying factors enables managers to intervene before employee behavior negatively impacts team morale or workplace culture.
Early support can help redirect negativity into productivity.
How toxic behavior spreads
Negative employee behavior is contagious.
A Harvard Business Review’s 2018 study found that financial advisors were 37% more likely to act unprofessionally if paired with someone who had a history of misconduct.
Misconduct had a “social multiplier” of 0.59, meaning each instance of bad behavior tends to trigger more.
The consequences include:
- Lower productivity: Teams may avoid interacting with underperforming employees, which reduces collaboration.
- Increased turnover: Good employees may leave to escape toxic work environments.
- Resentment toward management: Ignored issues reduce trust and respect.
- Financial impact: Missed deadlines and poor service hurt profits.
- Legal exposure: Toxic workplaces can lead to complaints or lawsuits.
These findings highlight the importance of using proactive manager tips to address issues early and preserve team morale.
Proven manager tips from leadership experts
The Center for Creative Leadership, a global nonprofit focused on leadership development, emphasizes coaching and communication to improve employee behavior.
Difficult conversations, when handled correctly, can transform negative situations into opportunities for growth.
Top manager tips include:
- Address problems promptly.
- Listen to the employee’s perspective.
- Keep discussions brief and respectful.
- Show empathy and genuine care.
- Separate criticism from praise.
- Give recognition when deserved.
- Maintain a 3:1 ratio of positive to negative feedback.
- Prepare for discussions in advance.
- Focus on behavior, not personality.
- Provide a calm, private environment for feedback.
If repeated interventions fail, it may be necessary to guide the employee toward a better-suited role or involve HR and legal counsel.
Documenting each step protects both the organization and the individual.
Turning challenges into growth
Employee behavior can strengthen or damage workplace culture.
While bad employees present challenges, they also offer an opportunity for leaders to demonstrate empathy, fairness, and clear communication.
By combining proactive manager tips with understanding and accountability, organizations can protect team morale, rebuild trust, and create a positive, collaborative, and productive work environment.
Addressing difficult behavior early ensures the workplace remains healthy, engaged, and prepared for future success.
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