First, it's important to identify what behaviors are actually toxic. Once we start using that label, we risk seeing everything they do through that lens. For example, if they challenge someone, stand up for themselves, or dig their heels in because they think something is important, we might automatically assume they're being difficult or toxic. Personal issues might affect how they show up at work.
The goal is to share what you've observed about the employee and discuss how to proceed in a constructive, collaborative way. Remember, when you go into this conversation, you're there to listen. He recommends saying something like, 'I can see this is something you disagree with,' or 'I get the sense this is frustrating for you to talk about,' if an employee gets defensive.
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