Toxic Employees in IT: How to Work With Them and When to Fire

🚩 **Behavioral red flags:**
- Constant criticism without constructive input
- Refusal to accept feedback
- Public humiliation of colleagues
- Sabotage of team decisions
- Spreading rumors and gossip
- Aggressive reaction to criticism

// Toxicity cycle in team
func ToxicCycle(team *Team, toxicEmployee *Employee) {
    for {
        toxicEmployee.CreateConflict()
        team.Morale -= 10
        team.Productivity -= 5
        
        if team.Morale < 20 {
            goodEmployee := team.GetBestEmployee()
            goodEmployee.Quit()
            team.Remove(goodEmployee)
        }
        
        if len(team.Members) < 3 {
            team.Collapse()
            break
        }
    }
}

**Code Review metrics:**
- Review time increased by 50%+
- Number of conflicting comments
- Frequency of PR rejections without explanation

**Team metrics:**
- Decreased meeting participation
- Increased number of escalations
- More complaints from colleagues

**Productivity:**
- Decreased team velocity
- Increased task completion time
- More bugs in toxic employee's code

- Are you comfortable working in the team?
- Are there colleagues who interfere with work?
- Would you like to change teams?

**Date:** January 15, 2025
**Incident:** Publicly called colleague's code "shit" in code review
**Witnesses:** 3 developers
**Consequences:** Colleague got upset, refused to participate in project
**Actions:** Had conversation, explained unacceptability of such behavior

**1. Facts without emotions:**
"Yesterday in code review you said Alex's code was shit"

**2. Impact on team:**
"After this, Alex got upset and said he doesn't want to work on this project anymore"

**3. Expectations:**
"I expect constructive feedback without insults"

**4. Consequences:**
"If this happens again, we'll move to disciplinary measures"

**Performance Improvement Plan**

**Problems:**
- Non-constructive criticism of colleagues' code
- Refusal to participate in team activities
- Negative comments about processes

**30-day goals:**
- All code review comments must be constructive
- Participation in all team meetings
- Proposing solutions instead of just criticism

**Metrics:**
- 0 complaints from colleagues
- 100% meeting participation
- Positive feedback from 3+ colleagues

type ImprovementPlan struct {
    Employee    string
    StartDate   time.Time
    Duration    time.Duration
    Goals       []Goal
    Metrics     []Metric
    WeeklyCheck []CheckResult
}

func (pip *ImprovementPlan) WeeklyReview() CheckResult {
    result := CheckResult{
        Date: time.Now(),
        GoalsAchieved: 0,
        TotalGoals: len(pip.Goals),
    }
    
    for _, goal := range pip.Goals {
        if goal.IsAchieved() {
            result.GoalsAchieved++
        }
    }
    
    return result
}

**Fire if:**
✅ PIP showed no results after 60-90 days
✅ Behavior worsens despite warnings
✅ Other employees started quitting because of toxic colleague
✅ Clients complain about employee behavior
✅ Damage cost exceeds replacement cost

**Don't fire if:**
❌ Problems are only in technical skills (not toxicity)
❌ Employee shows progress in behavior change
❌ Problems caused by external factors (personal issues, illness)

func ShouldFireEmployee(employee *Employee) bool {
    toxicityScore := calculateToxicityScore(employee)
    improvementProgress := employee.PIP.GetProgress()
    teamImpact := calculateTeamImpact(employee)
    
    if toxicityScore > 8 && improvementProgress < 0.3 {
        return true
    }
    
    if teamImpact.TurnoverRate > 0.5 {
        return true
    }
    
    return false
}

- [ ] Complete incident documentation collected
- [ ] PIP conducted with clear metrics
- [ ] HR and legal approval obtained
- [ ] Task handover plan prepared
- [ ] Team notified of upcoming changes
- [ ] Answers to possible questions prepared

**1. Straight to the point:**
"We've decided to end our working relationship"

**2. Reasons:**
"Despite the PIP, behavioral issues were not resolved"

**3. Details:**
"Last working day is Friday, severance pay will be..."

**4. Logistics:**
"HR will contact you about handover and equipment return"

**Team message:**
"John is leaving our team as of Friday. His tasks will be redistributed between Alex and Maria. If you have questions about projects, contact me."

**What NOT to say:**
❌ Reasons for termination
❌ Conflict details
❌ Personal employee assessments

**Behavioral questions:**
- "Tell me about a conflict with a colleague and how you resolved it"
- "How do you react to criticism of your code?"
- "What do you do if you disagree with the team's technical decision?"

**Red flags in answers:**
- Blaming others for their failures
- Disrespectful reviews of former colleagues
- Unwillingness to admit mistakes

type TeamCulture struct {
    Values          []string
    CodeOfConduct   string
    FeedbackCulture bool
    PsychSafety     float64
}

func (tc *TeamCulture) PreventToxicity() {
    tc.Values = []string{
        "Respect for colleagues",
        "Constructive feedback",
        "Continuous learning",
        "Team success over individual ego",
    }
    
    tc.EstablishFeedbackCulture()
    tc.CreatePsychologicalSafety()
    tc.RegularTeamHealthChecks()
}

**Monthly metrics:**
- Team happiness index (1-10)
- Number of conflicts
- Code review time
- Turnover rate

**Quarterly retrospectives:**
- What hinders productivity?
- Are there communication problems?
- How to improve team atmosphere?

**Common legal grounds:**
- Poor performance after warnings
- Violation of company policies
- Misconduct affecting workplace
- Breach of employment contract

**What's needed for termination:**
- Written warnings
- Documented violations
- Proper procedure followed

**Required documents:**
1. Incident reports
2. Employee explanations
3. Disciplinary action records
4. Termination notice
5. Final employment records

# Additional resources:
- "The No Asshole Rule" - Robert Sutton
- "Crucial Conversations" - Kerry Patterson
- Employment law guidelines
- Harvard Business Review: "How to Deal with a Toxic Employee"