You know the saying: “One bad apple spoils the bunch.” In teams, this rings painfully true. A single toxic or uncooperative team member can drag down morale, stall progress, and make even the most talented group feel off-balance. But before you jump to drastic measures, there’s hope.
We’ve seen it over and over again in team builds across the country: most “bad apples” aren’t actually bad people—they’re just lost, unheard, or out of sync. And 95% of the time, the right strategy can turn things around.
Here’s what to try first—and what to do if it doesn’t work.
1. Diagnose, Don’t Dismiss
Start by asking: Why is this person disengaged? Often, the root cause isn’t laziness or arrogance—it’s disconnection, confusion, or frustration. Sit down for a one-on-one conversation. Skip the corporate speak. Just listen.
2. Make Expectations Crystal Clear
Sometimes, underperformance stems from fuzzy goals. Revisit their role. Clarify KPIs. Outline what great looks like—and how it connects to team success. When people understand the “why” behind the “what,” they’re more likely to buy in.
3. Rebuild Trust and Accountability
Toxicity thrives in silence. If their behavior is impacting others, address it openly and constructively. Get the team involved in setting norms. Foster accountability, not blame. Make it safe to speak up.
4. Give a Clear Path to Redemption
If change is needed, be honest—but also hopeful. Lay out what improvement looks like and commit to supporting them. Whether it’s coaching, mentorship, or training, show that they’re not alone.
5. Use Team Building to Reset Dynamics
Sometimes people just need a clean slate. Experiential team building can reset relationships and help even the most difficult team members reconnect with their colleagues and rediscover their value. (We’ve seen it work wonders—even for the “impossible” ones.)
When It’s Time to Let Go
Here’s the truth: some apples are just rotten to the core.
If you’ve done the work, given the support, and set clear boundaries—and the behavior hasn’t changed—then you owe it to your team to act. Keeping a toxic presence around can do more harm than letting them go.
A strong team culture is worth protecting. Sometimes, the kindest thing you can do—for everyone—is to make space for someone new.
Final Word
Don’t panic if you have a disruptive team member. Most of the time, people can be brought back into alignment with clarity, care, and consistency. But know when you’ve done your part—and don’t be afraid to prune if growth isn’t happening.
Your team deserves a chance to thrive.
