7 Types of Toxic Coworkers and How to Handle Each One

According to a 2025 Monster poll^{1https://www.labmanager.com/most-us-workers-say-their-job-hurts-their-mental-health-new-monster-poll-finds-34665}, 80% of U.S. workers reported working in a toxic workplace. That’s up from 67% just one year earlier.

These disruptors turn dream jobs into nightmares, creating toxic workplaces where even talented employees struggle to thrive. Whether you’re dealing with a subtle underminer or a full-blown workplace bully, the impact on your wellbeing is real. But here’s the good news: Once you can identify the common types of toxic coworkers, you gain the power to protect your peace, productivity, and sanity.

What Is a Toxic Coworker?

A toxic coworker—sometimes called a toxic employee—is someone whose repeated behavior creates havoc for the people around them at work. They might pile extra work onto colleagues, display rude behavior, take credit for your ideas, or simply not pull their weight.

As Robert I. Sutton, Professor Emeritus at Stanford and author of The No Asshole Rule, defines it:

“Assholes are people who leave their targets feeling oppressed, humiliated, de-energized, or belittled.”

One important nuance: A toxic person at work isn’t always a villain. Sometimes they’re having an off day, dealing with stress at home, or completely unaware of how their behavior affects others.

But when toxic behavior becomes a pattern, it damages mental health, derails productivity, and pushes people out of jobs. Research shows that workplace incivility causes nearly half of employees to decrease their effort, while 12% leave their jobs entirely due to uncivil treatment.

7 Common Toxic Coworker Types—and Your Tailored Survival Tactics

While NYU psychology professor Tessa West identifies specific archetypes in her book Jerks at Work^{2https://www.penguinrandomhouse.com/books/652757/jerks-at-work-by-tessa-west/}—including the Kiss Up/Kick Downer, Credit Stealer, Bulldozer, Free Rider, Micromanager, Neglectful Boss, and Gaslighter—the following types represent common toxic patterns you’ll encounter in most workplaces.

Type 1: The Free Rider

The Free Rider “tags along” for the ride, planting themselves in a well-formed team and doing as little work as possible. According to Tessa West, this is the most common toxic coworker type:

“Free riding is the most common; it’s a human universal to slack off. Smart free riders target conscientious people who are slow to complain.”

Free Riders can be charming enough to strike up engaging conversations and may even be genuinely likable, making them hard to spot at first. The key is tracking what actually gets done.

Signs you’re dealing with a Free Rider:

• They volunteer for tasks but rarely complete them
• Their “contributions” are vague or minimal during meetings
• Other team members quietly pick up their slack
• They’re always present for celebrations but absent during crunch time

How to Deal With the Free Rider:

After you’ve gathered evidence of their behavior, try these approaches:

1. The Direct Confrontation. Confronting their behavior isn’t easy, but it can be transformative once the Free Rider realizes they need to step up. If they deny it or nothing changes, escalate to management.
2. The Trusted Partner. Find someone you trust on your team and share your observations. Getting a reality check helps you confirm you’re not imagining things.
3. The Documentation Strategy. Keep records of who commits to what and who delivers. Email summaries after meetings (“Just to confirm, Alex is handling X and Jordan is handling Y”) create accountability.

Type 2: The Micromanager (Who Isn’t Your Manager)

This toxic coworker micromanages and oversees every detail—except they’re not actually a manager. They love the power dynamic of feeling like a boss without any of the responsibility.

You’ll recognize them by how they value their opinions over everyone else’s and tell people how to do their jobs, even without relevant experience.

Signs you’re dealing with a Micromanager peer:

• They assign you tasks without authority to do so
• They “check in” on your work constantly
• They CC themselves on emails they have no business being on
• They give unsolicited feedback on everything

How to Deal With the Micromanager Peer:

When they bombard you with requests, ask them to email you everything they’d like changed. In the best case, they realize their demands are unrealistic. In the worst case, you have documentation to share with your actual manager.

Another strategy: Redirect them to authority. “That’s a great suggestion—let’s run it by [actual manager] in our next meeting.” This politely reminds them of the real chain of command.

Type 3: The Toxic Positive

The Toxic Positive seems perpetually happy and demands everyone else be happy too. They say things like:

• “You should smile more!”
• “Let’s keep it positive today.”
• “Don’t be so negative!”
• “Look on the bright side!”

These colleagues demonstrate classic signs of toxic positivity and can drain your energy. While they might mean well, they can cause teams to suffer emotionally and become controlling about energy levels. Their dismissive attitude toward legitimate concerns can feel invalidating, especially when you’re dealing with real workplace challenges.

Signs you’re dealing with a Toxic Positive:

• They dismiss or minimize legitimate concerns
• They make you feel guilty for expressing frustration
• They redirect every problem to “gratitude” or “perspective”
• They seem uncomfortable when others express difficult emotions

Toxic Positives are especially draining for introverts who need space to process authentic emotions.

How to Deal With the Toxic Positive:

Know your feelings are valid. You don’t need to be positive all the time. Stating that you feel frustrated, neutral, or concerned is a completely appropriate response. Try:

• “I appreciate the encouragement, but I need to sit with this problem for a minute.”
• “I’m processing something right now. I’ll be okay.”
• “Thanks, but what I actually need is help solving this issue.”

Type 4: The Toxic Negative

The flip side of the Toxic Positive, the Toxic Negative always favors one mood: gloom. They gripe about everything—the weather, their workload, whatever—and spread negativity wherever they go.

And they love bringing colleagues down with them. Their constant complaining creates a toxic atmosphere that can infect entire teams, making even minor setbacks feel catastrophic.

Signs you’re dealing with a Toxic Negative:

• Every conversation becomes a complaint session
• They find problems with every solution
• Their negativity is contagious—you feel drained after talking to them
• They rarely offer constructive suggestions
• You notice yourself becoming more cynical after extended exposure

How to Deal With the Toxic Negative:

The more you engage with their complaints, the more you reinforce the pattern. Deflection works well here. Acknowledge their frustration with a brief nod or short answer, then redirect:

• “That sounds frustrating. Hey, did you see the agenda for tomorrow’s meeting?”
• “Mm-hmm. I need to get back to this project—catch you later.”

Don’t try to fix their problems or match their energy. Redirect and move on.

Type 5: The Endless Conversationalist

The Endless Conversationalist loves to talk. Having good conversations is wonderful, but this coworker doesn’t know when to stop.

The football game. Last week’s drama. What they’re eating for dinner—everything and anything they can discuss, they will. Their strong suit is chatting precisely when you need to focus. Unlike intentionally malicious colleagues, they often mean well but lack awareness of social boundaries and time constraints.

Signs you’re dealing with an Endless Conversationalist:

• They appear at your desk during your most focused work times
• They don’t pick up on social cues that you need to leave
• Brief questions turn into 20-minute monologues
• They follow you to continue conversations

How to Deal With the Endless Conversationalist:

Keep interactions brief. Or learn one of the best ways to gracefully exit a conversation without awkwardness. Some scripts:

• “I’d love to hear more, but I’m on deadline. Can we catch up at lunch?”
• “That’s interesting! I need to jump back into this project, though.”
• Stand up and say, “Walking to grab coffee—good seeing you!” (and actually walk away)

Type 6: The Dramatic

The Dramatic wants the entire team to know how they feel at all times. They have exaggerated reactions and highly opinionated viewpoints on every decision.

Emotions guide these coworkers, and they thrive on the support of others. They might not be reliable when it comes to getting work done—and they can be exhausting to be around.

Signs you’re dealing with a Dramatic:

• Small issues become major crises
• They frequently pull coworkers into their personal situations
• Every announcement requires maximum attention
• They take sides in conflicts and recruit allies

How to Deal With the Dramatic:

Engaging with the Dramatic depletes your energy, especially if you’re introverted. Don’t be afraid to stay out of the drama they create. State your priorities clearly:

• “I’m trying to stay focused on work stuff.”
• “I don’t really have an opinion on that one.”
• “I’m not going to get involved, but I hope it works out.”

Type 7: The Gossiper

The Gossiper thrives on sharing information about others—especially the juicy, potentially damaging kind. They often frame gossiping as “concern” or “keeping you in the loop,” but their real motivation is social currency.

Gossipers can be particularly insidious because they often seem friendly and trustworthy at first. But over time, you realize the truth: if they gossip about others to you, they’re definitely gossiping about you to others.

Signs you’re dealing with a Gossiper:

• They know everyone’s business (and share it freely)
• Conversations often drift to “Did you hear about…?”
• They frame gossip as concern: “I’m worried about Sarah, between us…”
• They ask probing questions about other coworkers

How to Deal With the Gossiper:

The best defense is boring responses. When they try to pull you into gossip:

• “I hadn’t heard that.” (Don’t ask follow-up questions)
• “Hmm, I don’t know much about their situation.”
• “I try to stay out of that stuff.”
• Redirect: “Anyway, did you finish the quarterly report?”

Never share personal information with a Gossiper—it will circulate. And avoid being alone with them when possible; witnesses reduce gossiping behavior.

For more strategies, check out our guide on Workplace Gossip: 6 Ways to Handle it Without The Drama.

Bonus: The Status-Obsessed Coworker

Some coworkers exhibit what psychologists call Social Comparison Orientation^{3https://www.researchgate.net/publication/288691043_Social_comparison_orientation_A_new_perspective_on_those_who_do_and_those_who_don’t_compare_with_others}—a tendency to constantly measure themselves against others, particularly regarding abilities and status. In practice, this means they rank colleagues by perceived importance and treat people accordingly.

They play office politics—sweet to the big bosses, harsh to teammates. As Tessa West describes:

“These are those people that if you work in a competitive workplace, they’re mean to everyone who works with them at the same level or beneath them, but the boss loves them because they bring some kind of talent to the team.”

Dealing with these coworkers can leave you feeling gaslighted and unsure whether you’re really facing political games or imagining things. Get a reality check from someone you trust.

How to Deal With the Status-Obsessed Coworker:

• Document interactions carefully (paper trail!)
• Build relationships with others at your level—there’s strength in numbers
• Don’t compete for their approval; it’s a game you can’t win
• If you’re a manager, have short, frequent check-ins with team members to gauge morale

Gray Rock Mastery: The Ultimate Shield Against Toxic Drama

What do you do when you can’t avoid a toxic coworker because you work with them daily? How do you ignore toxic coworkers when complete avoidance isn’t possible? You become a “Gray Rock.”

The Gray Rock Method is a coping tactic where you become as uninteresting and unresponsive as a rock. As clinical psychologist Julie Smith explains:

“The grey rock method is a technique you can use for dealing with toxic or manipulative people by becoming emotionally unresponsive and uninteresting… as still and boring as a grey rock.”

Toxic personalities—especially narcissists and drama magnets—feed on emotional reactions. They want you to get angry, defensive, or sympathetic. When you deny them that “emotional supply,” they often get bored and move on to a new target.

How to Go Gray Rock:

• Neutralize your face: When they approach with gossip or aggression, relax your expression and offer zero emotional cues
• Give boring answers: Stick to “Mm-hmm,” “I see,” or “Okay”
• Don’t J.A.D.E.: Never Justify, Argue, Defend, or Explain yourself to a toxic person. This just gives them ammunition
• Stick to facts: If you must communicate, keep it strictly about work. “The report is due at 5 PM” is better than “I’m really stressed and need to get this done”
• Limit personal disclosure: Share nothing about your personal life, weekend plans, or emotional state
• Keep interactions brief: Have an exit strategy ready for every conversation

Action Step: The next time a toxic coworker tries to bait you into an argument or venting session, take a deep breath, flatten your tone, and give them a one-word answer. Watch how quickly the conversation ends.

Want to level up your people skills? Check out our resource:

The Devastating Ripple Effects of Toxic Coworkers

Toxic coworkers don’t just make your day unpleasant—they destroy team performance, damage mental health, and cost companies millions. They’re a primary driver of toxic workplaces that push talented employees out the door.

Christine Porath, Professor of Management at Georgetown University and author of Mastering Civility, describes the research:

“When there’s incivility, even if you’re just working around it… people just shut down. They have a really tough time concentrating, they lose focus, they don’t remember as well, they aren’t attentive to information and so you lose the production of those just working in that kind of environment.”

Research on incivility in the workplace shows devastating effects on employee performance:

• Nearly half of employees spent less time at work and decreased their effort
• 38% intentionally decreased the quality of their work
• 25% took out their frustrations on customers
• 12% ended up leaving their jobs due to incivility

According to research, avoiding a toxic hire saves approximately $12,500—making prevention twice as valuable as hiring a superstar performer.

Protecting Your Mental Health from Toxic Coworkers

The impact of toxic coworkers goes far beyond annoying meetings. Research published in Occupational Health Science found that frequent exposure to toxic workplace conditions significantly increases the risk of anxiety and depression symptoms.

According to the U.S. Department of Health and Human Services^{4https://www.hhs.gov/sites/default/files/workplace-mental-health-well-being.pdf}, 84% of public health workers reported at least one workplace factor negatively impacting their mental health. These factors include emotionally draining work and lack of recognition—often linked to toxic patterns.

Strategies to Protect Yourself:

1. Create physical boundaries. If possible, move your desk, take breaks in different areas, or use headphones as a “do not disturb” signal. This helps you distance yourself from toxic coworkers without creating conflict.
2. Limit rumination. Toxic colleagues drain your brain—even a quick hallway sighting can exhaust you. Practice redirecting your thoughts when you catch yourself replaying interactions.
3. Build a support network. Connect with trusted colleagues, friends outside work, or a therapist who can help you process.
4. Separate work from identity. Your job is what you do, not who you are. Toxic coworkers can’t diminish your worth.
5. Practice recovery rituals. Exercise, hobbies, time with loved ones—actively restore what toxic interactions deplete.

If you are struggling, please note that this content is not professional medical advice. Consult a doctor or licensed therapist for questions about your physical or mental health.

14 Signs Your Coworker Is Toxic (And Draining You)

Want to know how to spot a toxic coworker? How do you know if a coworker is toxic versus just having a bad week? Here are 14 signs their patterns are damaging your work environment.

1. They drain your brain. Even a quick hallway sighting exhausts you. You’re constantly stressed by thoughts of them.
2. They steal your ideas. You stay quiet because you fear they’ll take credit for your contributions.
3. Their “compliments” come with strings attached. Backhanded insults are common. You second-guess whether praise is sincere.
4. They don’t respect your privacy. They read over your shoulder, listen to conversations, or ask intrusive questions.
5. They don’t care about your time. They’re always late to meetings and expect everyone to wait.
6. They nitpick and criticize your work. They’re always finding new ways to belittle your efforts.
7. They slowly turn you more negative. You notice yourself becoming more cynical after extended exposure.
8. They walk around with a “superior” attitude. They think they know everything and make you feel inferior.
9. They blame-shift constantly. Nothing is ever their fault—there’s always an excuse or scapegoat.
10. They create drama out of nothing. Minor issues become major crises requiring everyone’s attention.
11. They spread gossip. They know everyone’s business and share it freely.
12. They undermine you in meetings. They interrupt, dismiss your ideas, or take credit in front of others.
13. They make you feel walking-on-eggshells anxious. You’re never sure what version of them you’ll get.
14. Others warn you about them. When multiple people give you the same caution, believe them.

If you recognize several of these signs in one coworker, trust your instincts. The pattern matters more than any single incident.

How to Build a Paper Trail and Report Toxic Behavior

When toxic patterns cross the line, documentation is your best friend. A paper trail protects you, provides evidence if you need to escalate, and helps you stay objective about what’s actually happening. If you’re wondering how to get rid of a toxic coworker, proper documentation is often the first step.

What to Document

• Date and time of each incident
• What was said or done—quote directly when possible
• Who witnessed it (if anyone)
• How it affected your work or wellbeing
• Any follow-up communication

Keep this documentation somewhere personal and secure—not on company devices if possible.

When and How to Escalate to HR

Not every toxic situation warrants HR involvement, but some situations do. Should you go to HR to discuss a toxic coworker before things escalate? It depends on the severity and pattern.

Consider escalating when:

• Actions are discriminatory, harassing, or threatening
• You’ve tried direct communication and nothing changed
• The situation is affecting your ability to do your job
• Multiple people are being targeted
• The actions violate company policy

How to approach HR:

1. Prepare your documentation. Bring specific examples with dates and details.
2. Focus on actions, not personality. “Sarah interrupted me in three meetings this week” is stronger than “Sarah is rude.”
3. Explain the impact. Connect the actions to work outcomes, team morale, or policy violations.
4. Ask what options exist. HR may suggest mediation, separation, or other solutions.
5. Follow up in writing. After the meeting, email a summary of what was discussed.

What if HR Doesn’t Help?

Unfortunately, not all HR departments are effective. How did it work out for people who reported a toxic coworker to HR? The outcomes are mixed. Some employees find HR responsive and see real change—the toxic person receives coaching, gets moved to another team, or faces consequences. Others find their concerns minimized or ignored entirely.

If your concerns are dismissed:

• Document your HR conversation too
• Consider whether your manager or your boss could help
• Evaluate whether this job is worth the toll on your wellbeing
• Consult an employment attorney if the actions are illegal
• Connect with colleagues who share your concerns—there may be strength in numbers

Toxic Bosses vs. Toxic Coworkers

When toxicity comes from a peer, you have options: limit contact, redirect conversations, escalate to management. But what happens when the toxic person is your boss?

A 2025 iHire report^{5https://www.ihire.com/resourcecenter/employer/pages/toxic-workplace-trends-report-2025}found that 75% of employees across 57 industries have worked for an employer with a toxic workplace—and 78.7% blame poor leadership or management as the primary driver.

So are you more likely to quit a job because of bad management or toxic coworkers? The data suggests bad management wins—or loses, depending on how you look at it. Poor leadership creates the conditions where toxic coworkers thrive unchecked.

Key Differences

Toxic Coworker	Toxic Boss
Limited power over you	Controls evaluations, assignments, advancement
Can avoid or limit contact	Must interact regularly
Can escalate to management	Escalation is riskier
Impact is usually contained	Impact affects entire team

Strategies for Toxic Bosses

Many of the same tactics work, but with more caution:

• Document everything. Even more critical when the toxic person has power over you.
• Build relationships with skip-level leaders. If your boss’s boss knows and values you, you’re more protected.
• Use the Gray Rock method. Boring responses work on bosses too.
• Don’t vent to coworkers. It can get back to your boss.
• Know your rights. Some toxic boss actions are illegal (discrimination, retaliation, harassment).
• Have an exit strategy. Sometimes the best answer is leaving.

For more on navigating these relationships, check out our guides on Leadership and C-Level Executives.

Strategies for Managers Dealing with Toxic Team Members

If you’re a manager, you have both responsibility and power to address toxic patterns—and ignoring them makes you complicit. How should a team deal with a toxic coworker who is good at their job? This is one of the trickiest management challenges.

How to Address Toxic Behavior as a Manager

1. Gather facts, not rumors. Talk to affected team members and document specific incidents.
2. Have a direct conversation. Be specific: “In the last three meetings, you interrupted colleagues several times. That needs to stop.”
3. Set clear expectations and consequences. Put it in writing. Follow through.
4. Check on team morale regularly. Short, frequent one-on-ones help you catch problems early.
5. Model the actions you expect. Your team watches how you treat people.
6. Protect those who report. Ensure no retaliation against employees who raise concerns.
7. Partner with HR if needed. They can help with serious situations or termination.

When High Performers Are Toxic

A toxic coworker who delivers results creates a genuine dilemma. But research consistently shows that the cost of keeping them outweighs their contributions. Their impact on team morale, turnover, and collaboration undermines the very productivity they bring.

The 2025 APA Work in America report^{6https://www.apa.org/pubs/reports/work-in-america/2025}found that 54% of workers said job insecurity significantly impacts their stress levels—often linked to toxic cultures with unfair treatment and poor communication. As a manager, creating psychological safety isn’t just nice—it’s essential for performance.

Check Your Own Toxic Tendencies

On some days, you might be the toxic coworker. Whether it’s stress at home, burnout, or pure frustration, most people have let their inner toxicity slip through.

Self-Assessment Questions

Ask yourself honestly:

• Do people seem relieved when I leave conversations?
• Am I frequently complaining or venting?
• Do I share information about others that isn’t mine to share?
• Have I taken credit for someone else’s work?
• Do I interrupt or dismiss others’ ideas?
• Am I short-tempered or unpredictable?
• Do people seem to avoid me?

How to Avoid Being Toxic

1. Know your triggers. Whatever sets off your toxicity—arguing with a partner, poor sleep, deadline pressure—identify it.
2. Plan for bad days. If you know you’re on edge, limit interactions or give colleagues a heads-up.
3. Ask for feedback. Find someone you trust to tell you the truth about how you come across.
4. Apologize when you mess up. A genuine apology can repair damage and prevent patterns.
5. Get support. If you’re struggling consistently, talk to a therapist or coach.

For more insight on toxic patterns, read: 7 Types of Toxic People and How to Spot Them

Key Takeaways

Toxic coworkers are common—but they don’t have to ruin your work life. Here’s how to handle toxic coworkers and protect yourself from bad workmates:

1. Identify the type. Free Rider, Micromanager peer, Toxic Positive, Toxic Negative, Endless Conversationalist, Dramatic, or Gossiper—each requires different tactics.
2. Use the Gray Rock method. Become boring, deny emotional reactions, and watch toxic people move on.
3. Document everything. A paper trail protects you and provides options.
4. Protect your mental health. Set boundaries, build support, and practice recovery.
5. Know when to escalate. Some situations require HR or leadership involvement.
6. Check yourself. Make sure you’re not the toxic one on bad days.
7. Remember the stakes. Avoiding toxic dynamics saves companies $12,500 per person—and saves you immeasurable stress.

Want to build stronger workplace relationships? Learn the science of connection in Vanessa’s book Captivate or explore People School for advanced interpersonal skills training.