Rebuild trust. Reset your culture. Create a safer, stronger workplace.
The Toxic Employee Is Gone…But the Impact Isn’t
Letting go of a toxic employee is a big move and often, a necessary one. But if you think the problem leaves with the person, think again.
In fact, what you do after they’re gone matters just as much.
As a Human Resources and Work Health & Safety consultant supporting NSW businesses, I’ve seen this play out many times. A disruptive team member is finally removed, and while there’s initial relief, you can almost feel the tension still hanging in the air. Morale is fragile. People are watching. Trust is low.
“And I get it… not just professionally, but also personally.
Earlier in my career, I worked under a toxic boss myself. I know what it’s like to feel uncertain, unheard and drained from constant pressure. That lived experience has shaped the way I support others now, not just with compliance and processes, but with empathy, clarity and real-world leadership strategies that actually work.”
If you’re a manager or business owner who’s just made the tough call, well done. That takes courage. Now your team needs care, clarity, and leadership to truly move forward.
Here’s how to support your team through the healing process.
Step 1: Acknowledge What Happened (Without Gossip or Blame)
Silence after a toxic departure leads to confusion, speculation and mistrust. Don’t let the team fill in the blanks.
You don’t need to share details, just lead with transparency and reassurance.
“We made this decision to support a healthier team environment. From here, we’re focused on rebuilding trust and improving communication.”
Keep it professional, respectful and clear. According to Safe Work Australia, managing behaviours that affect mental wellbeing is part of your legal duty of care and your team will appreciate your honesty.
Step 2: Give People Permission to Talk
In a toxic environment, communication is often shut down. Even after the person is gone, staff may hesitate to speak up or share concerns.
Create safe, structured opportunities for them to express how they’re feeling:
Hold a voluntary debrief or informal team check-in
Ask open-ended questions like: “How’s everyone feeling about the changes?”
Check in one-on-one with quieter or more withdrawn team members
This isn’t about rehashing conflict, it’s about showing people they’re heard and supported.
Step 3: Rebuild Trust, One Action at a Time
Toxic leadership doesn’t just damage relationships, it often undermines the entire system. Even good leaders may now face doubt or hesitation from the team.
Trust isn’t rebuilt overnight. But consistent, small actions go a long way:
Communicate regularly and honestly
Treat everyone fairly and transparently
Follow through on what you say
Your everyday actions will show your team things really are changing and that they can rely on you.
Need Help Rebuilding Trust After a Toxic Team Member?
That’s exactly what we do at Dowell Solutions, supporting leaders across NSW to re-establish healthy culture, improve communication, and get their team back on track.
Contact us here for confidential, practical support.
Step 4: Reset Culture Norms
Toxic behaviour often skews what’s considered “normal.” Now is the time to reset.
Try:
Revisiting and reaffirming your team values
Running toolbox talks or casual huddles on respectful behaviours
Publicly recognising and rewarding the right actions
Remember: What you tolerate becomes your culture.
Use this opportunity to reset expectations and show what a healthy workplace really looks like.
Step 5: Reconnect the Team with Positivity and Purpose
When a team has been through a toxic experience, they often feel drained, mentally, emotionally and even physically.
Bring them back together through small, meaningful actions:
Host a casual lunch or morning tea
Celebrate quick wins or small achievements
Invite staff input on decisions or upcoming projects
People recover faster when they feel safe, valued and involved in something bigger than themselves.
Step 6: Don't Forget to Support Yourself, Too
If you’ve been leading through a toxic situation, chances are you’re carrying some of that stress yourself.
Make time to:
Reflect on how it impacted you personally
Debrief with a mentor, coach or trusted peer
Recognise that you took action when it counted
Supporting others starts with supporting yourself and you’ve just made a huge step in the right direction.
Why Your Team Might Not Instantly Bounce Back
Here’s something I’ve seen when a toxic person is removed. Managers expect an instant return to “normal.” But the team is still quiet, guarded, unsure.
That’s normal.
People need time to recover. After long periods of tension, they may be hesitant to re-engage. It’s like the end of a bad relationship, there’s relief, but also grief and uncertainty.
Let people settle. Keep showing up. Focus on small, consistent actions:
Weekly check-ins
Transparent updates
Casual social moments
Clear boundaries
Within a few weeks, the energy will shift, trust will return and the team will start to feel like a team again.
What Happens After the Toxic Person Leaves? Leadership.
Removing a toxic employee is a strong, necessary step. But real leadership is what happens next.
If you:
- Acknowledge what happened
- Create space for connection
- Reset your culture and rebuild trust
- Show up with consistency and care
…you won’t just help your team recover, you’ll help them grow stronger.
FAQ: Supporting Teams After Toxic Employees
Q: How long does recovery take after a toxic employee leaves?
A: It varies. Relief often comes quickly, but rebuilding trust and safety takes time — usually weeks to months, depending on leadership actions.
Q: Should I explain why someone was removed?
A: Keep it respectful and general. Acknowledge the change and emphasise your commitment to a healthier environment.
Q: What if things still feel off after they’re gone?
A: That’s normal. You might benefit from structured support like a facilitated debrief, external coaching, or a culture reset session.
Final Thoughts
Ready for Practical Support?
If this blog has you thinking, “I could use some help with this”, you’re not alone.
We support businesses across NSW with culture resets, policy clarity, and practical strategies for team recovery.
Reach out here , we’d love to help.
DISCLAIMER
This blog provides general guidance and is not a substitute for legal or psychological advice. If your team has been exposed to serious workplace harm, consult a qualified professional in mental health or industrial relations.
ABOUT THE Author - Kylie Dowell
Kylie Dowell is a seasoned WHS consultant, trainer, and safety advocate with over 25 years of experience helping Australian businesses create safer, compliant workplaces.
Through her partnership with TEAMS, an accredited Registered Training Organisation, Kylie delivers a wide range of training up to Advanced Diploma level, empowering businesses with the knowledge and skills to manage safety effectively.
As an approved trainer for Health and Safety Representative (HSR) courses by three Safety Regulators, Kylie has guided countless organisations in building stronger safety cultures and fostering healthier work environments.
Specialising in practical and effective safety solutions, she works closely with small and medium-sized businesses to simplify complex WHS requirements, making safety approachable and achievable.
When she’s not delivering high-quality training or conducting ISO 45001-certified audits, Kylie enjoys collaborating with her clients to design tailored workshops and strategies that suit their unique needs.
Ready to make safety simpler? Get in touch with Kylie today for personalised support.