What Can you do When One Toxic Team Member Affects the Whole Practice?

You’re working hard, showing up on time, giving patients your best — and then there’s that one person.

They’re consistently rude. They leave early while everyone else is staying late. They snap at teammates and stir up tension. And the hardest part? Leadership doesn’t step in.

If this sounds familiar, you’re not alone. One toxic team member — especially one who’s been allowed to act this way for too long — can disrupt the entire culture of a dental practice.

So what can be done?

Let’s dive deep with the dental consultants at Bryant Consultants as they share why this happens, what it costs your team and how to begin moving forward.

When problem behavior becomes normalized

It usually starts small. A bad day. A sharp comment. A little favoritism. But over time, if a team member’s negative behavior is allowed to continue unchecked, it sends a message:

“This is just how it is around here.”

And when leadership allows it — intentionally or not — the culture slowly shifts. Other team members start checking out. Morale drops. Gossip increases. Respect erodes. Good people start looking for the exit.

The high cost of avoiding the issue

It’s easy to think “keeping the peace” means letting things slide. But peace without accountability isn’t really peace — it’s tolerance of dysfunction.

Here’s what practices risk when they ignore a toxic team member:

• Decreased productivity — People work more slowly when they’re frustrated or walking on eggshells.
• Higher turnover — Good employees don’t stay in unhealthy environments.
• Damaged patient experience — Negativity behind the scenes always spills out front.
• Loss of trust in leadership — When team members don’t feel protected or heard, trust breaks down.

Why leadership might be hesitant to act

Let’s be honest—it’s hard to confront behavior, especially when:

• The toxic team member has been there a long time
• They’re highly skilled or know the practice inside and out
• The dentist fears conflict or doesn’t feel equipped to manage the situation

But leadership is more than clinical expertise. It’s setting the tone for how people treat each other — and what’s tolerated.

What you can do as a team member

If you’re not in a leadership role, it may feel like your hands are tied.

But here are a few things you can do:

1. Document specific incidents. Keep your notes factual, respectful and dated.
2. Speak up respectfully. If you feel safe, have a calm conversation with your doctor or office manager. Focus on how the behavior affects the team, not just you.
3. Support a culture of accountability. Model the behavior you want to see. Sometimes change starts with one voice of clarity and kindness.

If you’re the doctor or office manager, it’s time to step up

This is where real leadership comes in. Avoiding confrontation may feel easier, but addressing the issue is healthier, braver and ultimately better for everyone.

Start with:

• A private, honest conversation with the team member
• Clear expectations and a timeline for change
• A commitment to consistency and follow-through

And if the behavior doesn’t improve? It may be time to make a hard decision for the sake of your team and your patients.

You don’t have to navigate this alone

We know these situations are complicated, emotional and exhausting. But you don’t have to figure it out by yourself. At Bryant Consultants, we help practices like yours rebuild healthy cultures, coach through conflict and bring teams back into alignment.

A thriving team culture is possible, and it starts with one decision to no longer ignore what’s been hurting your practice all along.