Is a toxic team member costing your business?

By John Corban

In landscaping, where teamwork, reliability, and attitude matter every day on site, one toxic employee can drag down the entire team, annoy your clients, and cost you time and money through disrupted workflow, mistakes and substandard workmanship. Here I outline how to spot a toxic employee, what their behaviour does to your business, and how to deal with it properly.

Five examples of a toxic employee’s behaviour

1. Constant complaining or negative attitude

This person brings bad energy to the job site. They complain about the weather, the tools, the schedule, the boss, the clients, or other team members. Nothing is ever good enough.

2. Blames others and avoids responsibility

Whether it is a project manager, a team leader, a tradesman or an apprentice, a toxic worker never admits that they made a mistake, or they blame someone else or make an excuse.

3. Undermines leadership or refuses direction

When a supervisor gives clear instructions, this person resists, challenges, or ignores them. They might say things like, ‘Yes, I have got it’ and do it their way anyway which ends up being a costly mistake. It creates confusion and disrupts the flow of work and sets a bad example for others.

4. Creates division among the team

They gossip and talk behind others’ backs. They turn co-workers against each other, making it hard to build trust and teamwork. Before you know it, your once solid crew is splintered. Or the other team members are visually getting frustrated with this person’s chatter or presence.

5. Is lazy and does the bare minimum

This person lifts their effort only when the owner or project manager arrives on site, and then once the owner has left, their effort wanes. A lazy employee affects a crew’s workflow and morale.

What a business owner can do about it

Step one is to address this person’s behaviour head-on. Do not hope it will sort itself out, it will not.

1. Document specific behaviours

Keep a record of what has been said or done – dates, times, what happened, and who was involved. Stick to facts, not feelings.

2. Have a private conversation

Sit them down. Calmly explain the behaviours you have observed, how they affect the team and the business, and that this cannot continue. Make it clear that it is not about personality, but it is about everyone working together to a standard. Ask them, if they are passionate about this work. If they answer yes, then explain what you expect. If they answer they are not sure, encourage them to choose an industry or job (elsewhere), that they will enjoy.

3. Use Fair Work’s warning process

Under Australian workplace laws, a formal warning should include:

• A clear explanation of what behaviour is unacceptable.

• How it breaches company policy or expectations.

• What needs to change.

• A reasonable timeframe to improve.

• A record of the conversation and the warning, signed by both parties.

You can find templates and guidance on the Fair Work Ombudsman website.

4. Set expectations and follow up

Tell them clearly: ‘This behaviour must stop immediately. If it continues, it will lead to further disciplinary action and possible termination.’ Give them a written warning. Set a time (e.g., 3 weeks) to check back in and review progress.

But I need to keep this person employed as we do not have the manpower
I have heard this reason many times from clients and I understand their concern, but once the toxic employee has moved on all clients have said, ‘I did not realise how much they were costing us in poor productivity, mistakes and morale.’

Why addressing this person’s behaviour really matters

Letting toxic behaviour slide sends the wrong message to the rest of your team. It says that being unreliable, negative or disrespectful is acceptable. But when you deal with it professionally and fairly, you set the standard that your business is a place where respect, responsibility, and teamwork matter.

You have worked hard to build a quality landscaping business. Do not let one person drag it down. Address toxic behaviour quickly, clearly, and professionally, and your team, your reputation, your profits and your sanity will all be better off.

John Corban
Business Coach for landscapers, horticulturists and nursery owners
M: 0433 27 1980
W: www.landscaperscoach.com.au