I’ve seen this play out on two different teams in same company. One team had an effective leader and was high performing. The other team had an ineffective leader and a slightly above average performing team. In the latter team the negative new hire wreaked havoc, bifurcating the team into two camps and took a year to exit and several months to repair the damage. In the high performing team, it was the other team members who banded together and communicated to negative new hire that their behavior wasn’t appropriate and if they wanted to be a part of the team, their attitude and behavior would have to improve immediately. It didn’t. New hire voluntarily left under six months - Good example of ALD -A great team never waits for the team leader.
When it comes to someone giving their resignation. A manager could offer them to use paid time off for the remainder of their time. Unfortunately, I suspect if you, as the manager terminate them. They'll likely be able to go on unemployment (on your company's dime). My point is, we are in murky waters here.
I think regardless of how long or little we have been with an organization. We should give our best efforts to the company.
Currently, I have given notice to my full-time job. While I could give a list of issues (most folks leaving can). I choose not to. I am going to give my full effort and take the good and bad until my last day.
The reason, my meager attempt at being a professional.
In every organization, there are employees who quietly erode morale, trust, and productivity. When these individuals go undetected and rise into management, they don’t just create tension—they ignite wildfires. Toxic managers become the silent cancer of the workplace, spreading dysfunction, fear, and disengagement. The cost? Millions of dollars in lost talent, lawsuits, absenteeism, and broken culture.
I’ve written about this in my book Keep It Simple, because I’ve seen firsthand how unchecked behavior at the top can destroy what took years to build. Leadership is not about control—it’s about character. And when we promote without values, we pay the price.
It’s time for a new kind of leadership—rooted in simplicity, humility, and emotional intelligence. We must invest in identifying and nurturing leaders who uplift, not undermine. Because when we get leadership right, everything else follows.
Let’s stop the wildfire before it spreads. Let’s lead with values.
I’ve seen this play out on two different teams in same company. One team had an effective leader and was high performing. The other team had an ineffective leader and a slightly above average performing team. In the latter team the negative new hire wreaked havoc, bifurcating the team into two camps and took a year to exit and several months to repair the damage. In the high performing team, it was the other team members who banded together and communicated to negative new hire that their behavior wasn’t appropriate and if they wanted to be a part of the team, their attitude and behavior would have to improve immediately. It didn’t. New hire voluntarily left under six months - Good example of ALD -A great team never waits for the team leader.
Good morning,
This is a valid point.
When it comes to someone giving their resignation. A manager could offer them to use paid time off for the remainder of their time. Unfortunately, I suspect if you, as the manager terminate them. They'll likely be able to go on unemployment (on your company's dime). My point is, we are in murky waters here.
I think regardless of how long or little we have been with an organization. We should give our best efforts to the company.
Currently, I have given notice to my full-time job. While I could give a list of issues (most folks leaving can). I choose not to. I am going to give my full effort and take the good and bad until my last day.
The reason, my meager attempt at being a professional.
Thank you for your time.
Living by your values might feel meager, but it's not.
You're doing what is right. There is a lot of self respect built that way.
Good luck finding your next role quickly, Joe.
We took a few extra minutes to unpack this topic during Lead Better.
https://admiredleadership.substack.com/p/lead-better-june-25-2025-field-notes
Toxic Leadership: The Hidden Wildfire in the Workplace
By Fidelis Gomes
Author of Keep It Simple: The Essence of Leadership for Business and Family Success
authorfidelisgomes.com
In every organization, there are employees who quietly erode morale, trust, and productivity. When these individuals go undetected and rise into management, they don’t just create tension—they ignite wildfires. Toxic managers become the silent cancer of the workplace, spreading dysfunction, fear, and disengagement. The cost? Millions of dollars in lost talent, lawsuits, absenteeism, and broken culture.
I’ve written about this in my book Keep It Simple, because I’ve seen firsthand how unchecked behavior at the top can destroy what took years to build. Leadership is not about control—it’s about character. And when we promote without values, we pay the price.
It’s time for a new kind of leadership—rooted in simplicity, humility, and emotional intelligence. We must invest in identifying and nurturing leaders who uplift, not undermine. Because when we get leadership right, everything else follows.
Let’s stop the wildfire before it spreads. Let’s lead with values.
The Best is yet to come!
Fidel
Posting off-topic on a forum like this isn't going to sell you many books.
Do you have anything to say about the original topic?