The presence of a toxic person in a team can be like a ticking emotional bomb. A toxic co-worker can effectively shatter the team atmosphere, lower morale and even negatively affect the performance of the entire organisation. This is why knowing how to deal with toxic people is not only a useful skill, but an absolute must for every manager and leader.
How to talk to a toxic person?
Talking to a person who demonstrates lack of empathy, constantly criticising, manipulates or behaves offensivelycan be extremely emotionally and psychologically aggravating. If you feel that you get stuck in a toxic conversation, remember that borders are key - you must determineand then firmly set boundarieseven if the other party tries to undermine.
Toxic people are often manipulative, so try to communicate clearly, controlling your emotionsin order not to get caught up in a spiral of negative emotions. It is also worth raise awareness yourself own needs - this allows you to take better care of yourself and not devote your energy to relationships that devastate you. If the conversation becomes too exhaustive, try to avoid contact with the person or at least limit it to the minimum necessary.
In some cases, to really feel better, worth consult a therapistto help you develop strategies dealing with toxic people. Remember - you have every right to protect your mental healtheven if it means that you have to cut yourself off from toxic people.
Do you want to improve communication in your company, including with toxic people? Check out our range of training courses and webinars among others. When communication does not work.
Toxic people at work - how to deal with them?
Daily presence toxics in the office can poison even the most harmonious team, which is why effective Dealing with toxic people in the workplace is not only a question of comfort, but also... mental health. Toxic people are often manipulativeThey sow chaos, blame others and can undermine your competence or morale - all under the guise of 'banter' or 'constructive criticism'.
In such a situation, the key is take care of your health, protect your mental health i take care of yourself by building healthy relationships with those colleagues who support you. It is also worth look up support from your superiors or HR if the situation requires it. Don't be afraid bright and talk openly about their boundaries - toxic people rarely respect the unexpressed.
Sometimes the only option may be to reduce contact with the person concerned or, as a last resort, a change of workplace - especially when it is not possible to change the environment or to count on a compassion on the part of the organisation. In difficult cases, do not hesitate to consult a therapistwhich will help you develop effective strategies coping with problems and influence toxic relationships in the workplace.
Toxicity at work - how to identify it?
Before you move on to talking to a toxic person, you must first identify who you are dealing with. Toxic people at work often don't wear a badge that says 'attention, I'm manipulating', so you need to learn to recognise the subtle signals of their behaviour.
A toxic person often:
- criticises without a constructive purpose,
- uses manipulation emotional and induces feelings of guilt,
- does not show empathy towards others,
- manipulates situations in order to gain an advantage,
- acts from a position of strength, often attempting to control and dominate,
- undermines self-esteem other człons of the syndrome.
A co-worker who exploits the weaknesses of others, taunts, criticises in public or creates an aura of drama and tension around themselves can be a source of deep-seated toxicity in your professional environment.
Why is it difficult to talk to a toxic person?
A conversation with a toxic employee is no ordinary interaction. It is a situation that can cause anxiety, frustration and even doubt about one's effectiveness as a leader. A toxic person can manipulate emotions, shirk responsibilityand, when confronted, often takes on the attitude of a victim. As a result, it is easy to get entangled in their 'emotional game', especially if we do not keep a proper distance and prepare for the conversation beforehand.
Wondering how to properly give feedback to your employees?
Especially those with toxic tendencies? Sign up for a course - Simple rules and techniques for providing feedback.
Or are you a person who can't cope with stress?
We have prepared a webinar especially for you - Understand stress and feel relief.
Strategies for talking to a toxic co-worker
Here are the tried and tested strategiesthat will help you deal with toxic people in the workplace and conduct a difficult conversation in a professional and effective manner.
1. Prepare the ground - know the pattern of behaviour
Before you enter the conversation, considerWhich specific behaviours of that person are toxic. Don't rely on emotions - make a list of situations, examples and words that have triggered adverse impact on the team. Relying on facts will allow you to keep professional tone and avoid escalation of the conflict.
2. stay calm and control your emotions
Remember - a toxic person may try to get drawn in into conflict. Your task as a leader is to avoid this trap. Before the interview, use relaxation techniques such as meditation, conscious breathing or a few minutes of walking. This will help you to keep emotional distance and clarity of thought.
Communicate clearly and assertively
The basis for an effective conversation is assertiveness. It is not about aggression, but about firmness and self-respect. Make use of the so-called 'I' message, e.g.:
"When you interrupt others during a meeting and you criticise their ideas, I feel the team stops engaging. I do not accept such behaviour in our working environment."
Define Be clear about your boundaries and expectations. Set rules that you will follow consistently.
4. Don't take responsibility for their emotions
Toxic people often try to shift the blame on others. If a co-worker starts saying: "You are the reason I feel bad, don't be manipulated. You are entitled to your boundaries and emotions. You can respond:
"I understand that you may have different emotions, but that does not justify insulting or manipulation others."
5. identify the consequences
If you are supervisor, you must also outline the consequences of further toxic behaviour. Toxicity often does not disappear after one conversation. Such people need to understand that their actions affect others - and themselves. You can say:
"If such behaviour recurs, it will be necessary to involve the HR department or implement formal procedures."
6. be prepared to limit contact
In some situations, if talks and warnings do not work, it is advisable to keep in touch with a toxic person to a minimum - both for your own sake and the health of the team. Sometimes it is better to delegate the person to another project or reorganise the team structure.
7. Empower yourself - take care of your boundaries
Dealing with difficult individuals requires mental toughness. Regular taking care of oneself, development self-esteemwhether contact with therapist or coach, can be crucial in the long term. You are not alone - every leader has faced toxic relationships. The difference is in how we deal with them.
When professionalism is not enough - time to decide
Although conversations and strategies can help, there are times when the toxic person is not going to change. This is when you need to deliberatewhether it makes sense to continue the relationship - whether professional or personal. The leader also has a duty to protect the team from negative impact. This is the time to say: enough.
Do you want to manage your employee relations more effectively? Benefit from the training of the Meeting Group
If you are looking to improve your communication, assertiveness and skills dealing with difficult, toxic people in a team - we invite you to our training courses in Group Meeting. As an experienced team of trainers and coaches, we help managers and leaders develop interpersonal skills, teach effective communication strategies, technician dealing with toxic peopleas well as building strong relationships in the workplace based on empathy and professionalism. Our training courses provide practical tools, real-life scenarios and support in the daily challenges of leadership.
Thanks to training w Group Meeting you will learn how to talk to people with different personalities, improve your communication and build better relationships - both in business and in everyday life. One training course that can help you on this path is -. With eMOTIONS to the people!
Remember that you can take advantage of programmes at the Meeting Group that offer the required number of hours of personal development in line with the EMCC certification pathway
Toxicity does not define you
Finally, an important reflection: other people's toxicity does not define your value as a leader. The fact that you are dealing with with a difficult co-worker does not mean you are doing something wrong. On the contrary, your actions to resolve the situation in a manner professional, are a sign of strength and emotional maturity.
Talking to a toxic person is not easy. But with the right strategies, emotion awareness and support - you can restore a healthy working atmosphere and take care of the long-term development your team. Remember: you have a right to a safe working environment. And you have a say in what it looks like.
FAQ - How to talk to a toxic person?
Who is a toxic person at work?
This is the person who poisons the atmosphere with their behaviour - criticising, manipulating, inducing guilt and undermining the worth of others.
What are the signs of toxicity?
Lack of empathy, constant criticism, emotional manipulation, need for control, public shaming of others.
Why are conversations with toxic people difficult?
They often manipulate, avoid responsibility and deflect the situation, making it easy to get caught up in an emotional game.
What to do before talking to a toxic person?
Identify specific behaviours, gather facts and prepare yourself emotionally - e.g. through breathing techniques.
How to set boundaries effectively?
Use 'I' messages and be assertive. Express clearly what is unacceptable without attacking.
Is it necessary to take responsibility for the emotions of a toxic person?
No - you have the right to take care of yourself and your boundaries. The responsibility for emotions belongs to that person.
What if the toxic behaviour is repeated?
Set clear consequences - involve HR or supervisors if necessary.
Is it possible to limit contact with a toxic person?
Yes - for the sake of yourself and your team, it is sometimes worth limiting the relationship or changing the structure of the collaboration.
When is it worth reaching out for external help?
When a situation becomes too difficult or affects your mental health - consider therapeutic support.
Is another person's toxicity indicative of me as a leader?
No - it is not your fault. Your actions to resolve the situation with respect and professionalism demonstrate your strength.
