Toxic Employees: Mental Toll & Coping Strategies

Toxic employees can drain energy, productivity, and emotional well-being from an entire workplace. Whether through gossip, blame-shifting, or emotional volatility, these behaviors create unsafe environments and erode team morale (Malik & Björkqvist, 2018). Being forced to clean up after toxic coworkers can feel overwhelming, especially when you’re expected to stay professional, focused, and composed while carrying their weight. Research shows that such environments contribute to higher rates of burnout, absenteeism, and turnover (Giorgi et al., 2015).

The mental health implications of working in a toxic environment are serious. Exposure to bullying, undermining, and social exclusion at work has been linked to anxiety, depression, emotional exhaustion, and physical health problems (Malik & Björkqvist, 2018; Nixon et al., 2011). The stress of covering for others or fixing their mistakes adds to this burden. According to the Job Demands-Resources (JD-R) model, when job demands like emotional labor and interpersonal conflict outweigh the resources available, employee well-being suffers (Bakker & Demerouti, 2007). Those who are left to pick up the slack often report feeling disrespected and psychologically drained (Giorgi et al., 2015).

Another contributing factor is poor leadership or lack of support. When leadership tolerates toxic behaviors or fails to intervene, employees report lower psychological safety and organizational commitment (Arnold & Connelly, 2013). Organizational commitment is significantly affected by whether team members feel their concerns are heard and addressed (Li et al., 2021). Without that support, employees may experience increased disengagement, stress, and even sleep disturbances (Nixon et al., 2011).

Despite these challenges, many employees must remain in their roles due to financial necessity, lack of other opportunities, or healthcare access. In such situations, developing resilience and coping strategies is critical. First, setting boundaries is essential. This means learning how to say “no” to additional responsibilities that belong to others and prioritizing your own workload (Arnold & Connelly, 2013). Employees who protect their time and emotional bandwidth are more likely to maintain focus and productivity (Bakker & Demerouti, 2007).

Another strategy is emotional regulation and detachment. Engaging in mindfulness, physical activity, or hobbies after work helps prevent emotional spillover and burnout (Nixon et al., 2011). Psychological detachment from work during off-hours has been found to buffer the impact of toxic environments on mental health (Giorgi et al., 2015). Furthermore, employees with higher emotional intelligence are better equipped to navigate difficult relationships and maintain professionalism under stress (Malik & Björkqvist, 2018).

Support systems also play a protective role. Employees who report high levels of team cohesion and peer support experience less stress and greater job satisfaction—even in challenging environments (Li et al., 2021). Participative leadership, which emphasizes open communication and shared decision-making, can also moderate the effects of toxicity by making employees feel heard and supported (Arnold & Connelly, 2013). When internal resources are unavailable, Employee Assistance Programs (EAPs) and therapy may provide essential support.  We have great therapists that would love to give you a safe place to open up and cope with the struggles of working in toxic environments as well as the balance of dealing with personal struggles  Meet Our Staff.

Finally, document everything. If toxic behavior crosses the line into harassment or abuse, detailed records will be necessary if escalation to HR or leadership becomes unavoidable (Giorgi et al., 2015). Consistent patterns of unprofessional conduct should be recorded to help build a case for intervention.

Toxic employees may be unavoidable in some organizations, but your response can make a difference. By setting boundaries, building support systems, and preserving your mental health, you can reclaim your energy, maintain your focus, and continue showing up professionally—even when others don’t. When quitting isn’t an option, empowerment through boundaries and resilience is the next best thing (Bakker & Demerouti, 2007; Li et al., 2021; Arnold & Connelly, 2013).