Even when a supervisor acts in a troubling way, it is possible to halt the manipulation and aggression coming from a toxic coworker. Establishing clear personal boundaries, maintaining distance when needed, and reflecting on the impact of toxicity can help, according to Ivan Chirkov, a team collaboration expert and brand director at Nelogy who discussed these ideas with socialbites.ca.
Chirkov notes that toxic coworkers pose a significant challenge because they often disregard others’ feelings, shift blame, and escalate conflicts, which negatively affects the morale and atmosphere of the whole team.
“The core reason behind high toxicity is that teammates hesitate to confront the behavior, which only strengthens the aggressor over time. If there are multiple incidents, it is wise to address the issue proactively. The key is to do so privately, not in a public chat or shared office space,” Chirkov advises.
He emphasizes that softening conflict and preserving a working relationship starts with setting personal boundaries.
“Boundary setting is a fundamental step in dealing with a toxic coworker and helps lessen the behavioral impact on work, mood, and overall mental health. The simplest approach is to honestly acknowledge discomfort, which often creates an emotional barrier,” the team expert explains.
If boundary setting fails to yield improvement, increasing distance can be a viable option. Toxic individuals tend to be self-centered and manipulative, craving attention, so stepping back may help restore healthier dynamics within the team.
“Distance can be both mental and physical. Mentally, focus on personal values and avoid engaging in negative behavior. Stay neutral and keep emotions in check. Physically, consider moving to another department, reducing daily contacts, inviting managers or coworkers to private discussions, or adjusting the work schedule to create space,” the expert says.
As a last resort, the expert also suggests trying a form of controlled reciprocity to shift awareness of the other person’s behavior.
“A deliberate mirror effect can reveal how the toxic coworker behaves when confronted with similar patterns, helping them recognize their own missteps. It’s important to remember that this is a strategic, not personal, response and should be applied with care,” Chirkov concludes.
There have been instances where teams addressed dress code issues by adjusting expectations and communication rather than escalating tension.