A practical approach to eliminating toxic workplace behavior and creating healthier teams 

Within the past few months, I had to fire someone from my personal team. Not because of poor performance or missed deadlines, but because they violated our core values. They compromised our commitment to ethics and integrity, creating the exact kind of toxic workplace behavior that destroys teams from the inside out. 

It wasn’t easy, but it was necessary to stop the workplace drama and protect our ethics and integrity standards. 

The numbers tell us why eliminating office politics matters. Toxic workplace culture has cost U.S. employers $223 billion over the past five years in turnover alone, which represents your competitors pulling ahead while you’re stuck managing toxic employees instead of driving business results. 

What Does Office Politics Really Cost Your Business? 

Too many leaders treat office politics and drama like weather — something unfortunate that just happens. They’re wrong. This behavior is a choice, and allowing it is also a choice. 

Research shows that workplace conflict costs U.S. businesses $359 billion annually in lost productivity. Think about that for a moment. While you’re managing workplace disputes and toxic employee behavior, your competition is gaining ground. 

But here’s what the statistics don’t capture: the emotional drain on your good employees. The ones who come to work to actually work, not to navigate office politics. When you allow toxic behavior to persist, you’re essentially telling your best people that drama is more important than their contributions. 

I’ve seen it happen. Good employees start questioning whether they want to stay in an environment where gossip and backbiting are tolerated. They begin looking elsewhere, and suddenly you’re not just dealing with drama but also facing costly employee turnover. 

How to Stop Workplace Drama: The Three-Step Framework 

Here’s my proven approach to eliminating workplace drama, refined over years of managing more than 1,300 team members: 

Step 1: Create Clear Communication Channels for Conflict Resolution I maintain an open-door policy where any of my team members can book time directly with me through meetwithanne.com. You have a problem with something? You come and talk to the appropriate person so we can resolve workplace conflicts immediately and ensure we hear your concerns. 

Step 2: Confront Toxic Behavior Immediately When I see office politics or toxic workplace behavior, I don’t schedule a meeting for next week but instead address it directly by asking: “Help me understand why did you think that was the best way to have things happen?” This approach isn’t about embarrassing anyone but rather about making it clear that this behavior doesn’t align with who we are as an organization. 

Step 3: Implement Accountability Without Blame There’s a difference between holding someone responsible for toxic behavior and creating accountability without blame. We want honest conversations about workplace issues where there is no backbiting or toxic behavior allowed. 

Why Do Good Employees Create Office Drama? 

Sometimes workplace drama starts with good intentions. Someone thinks they’re being helpful by sharing “concerns” about a coworker’s performance. Someone else believes they’re protecting the team by bypassing difficult conversations about toxic behavior. 

The reality is that toxic workplace cultures develop gradually through small compromises and overlooked behaviors that eventually create company-wide dysfunction. 

The key is cleaning up the sour notes before they become company-wide dysfunction. Address workplace issues when they’re small, manageable problems, not after they’ve infected your entire company culture. 

How to Create a Drama-Free Workplace Culture 

Eliminating office politics isn’t just about stopping toxic employee behavior. It’s about creating a workplace culture where good behavior thrives and employees focus on productivity instead of drama. 

When people know that their workplace concerns will be heard through proper channels, when they understand that integrity is non-negotiable, when they see that accountability applies to everyone including leadership, something remarkable happens to your business culture. 

They start focusing on work performance instead of office politics. They begin trusting each other instead of second-guessing motives. They invest their energy in business solutions instead of workplace complaints. 

The results speak for themselves. One client told us about their virtual employee: “Hannah is a dedicated teammate, and having her on my team keeps me from worrying about the day-to-day things that happen in maintenance. She is serious about always doing the right thing. She is amazing!” 

Another client experienced the ultimate test of trustworthiness when they had to be away during a crisis. As Tia, a law firm founder, explained: “When I was off-grid for two weeks she behaved confidently with clients and gave impeccable support and reported to my husband. She gave perfect instructions when a client called and said they were in danger.” 

I’ve watched this transformation happen repeatedly in companies that implement zero-tolerance policies for toxic behavior. Teams that were once consumed by internal conflicts become powerhouses of productivity and innovation. But it requires leaders who are willing to draw clear lines about acceptable workplace behavior and enforce them consistently. 

What Happens When You Don’t Address Toxic Behavior? 

Every day you delay addressing toxic workplace behavior, you’re making a choice. You’re choosing drama over performance, office politics over productivity, comfort over growth. 

The framework works, but only if you implement it consistently. Zero tolerance for toxic behavior means zero exceptions, even when it’s difficult. 

Your high-performing employees are watching. Your customers are feeling the impact of workplace dysfunction. Your business results are reflecting the real cost of office politics. 

The question isn’t whether you can afford to address toxic employee behavior. The question is whether you can afford not to stop workplace drama now. 

Frequently Asked Questions About Stopping Office Politics 

What are the warning signs of toxic workplace behavior? Look for employees who gossip about coworkers, engage in backbiting, undermine team decisions, or create divisive cliques. Other red flags include employees who bypass proper communication channels, spread rumors, or consistently blame others for problems. 

Should I fire someone for creating office politics? Yes, if they violate core company values and refuse to change after direct confrontation. Toxic employees who compromise ethics and integrity standards should be terminated to protect your team’s productivity and morale. 

What’s the difference between normal conflict and toxic behavior? Normal workplace conflict involves disagreements about work processes, goals, or priorities that can be resolved through discussion. Toxic behavior includes personal attacks, gossip, manipulation, undermining colleagues, or deliberately creating drama for personal gain. 

How do I document toxic workplace behavior for HR? Record specific incidents with dates, witnesses, and exact behaviors observed. Focus on actions that violate company policies or core values rather than personality conflicts. Document any conversations you’ve had addressing the behavior and the employee’s response. 

Schedule a free consultation and let’s discuss how to build the drama-free, high-performance team your business deserves. 

About the Author 

Anne Lackey is the Co-Founder and CEO of HireSmart Virtual Employees, where she helps businesses scale with full-time, highly trained remote staff. With decades of experience in business operations and systems, Anne is a recognized expert in virtual staffing, process efficiency, and team building.