We have 1 toxic person in our team of 6. She's making double of the average team member, only has two responsibilities and was recently on a PIP. She has made our whole team stressed out because each one of us is doing a part of her job. Yes, obviously the boss knows.

10 Comments

1. AnonymousMay 23,2024 at 5:42PM UTC

   She's protected for whatever reason. So you and the team will need to accept her protected status and try and assist this person as needed to ensure the team doesn't have to endure too much torture. Sorry for this but pretend your job is to shadow and fill in wherever needed.

2. KatMay 23,2024 at 6:25PM UTC

   Agree that she is protected for some reason. Since you know this person isn't going to change and your boss won't do anything about it, look into other opportunities at your company. Maybe you (and the rest of the team) can transfer to another team away from the non-performer. Do what you can to get your job done - that's your first priority. Then see if you can help the protected person second. I do think your boss is a poor manager and a better plan needs to be created to deal with the protected person's workload and poor work habits. Maybe the rest of the team can come up with an action plan for the boss on how to handle the other person long term. Not ideal by any means, but at least trying to find a way to still get things done might help.

3. AnonymousMay 23,2024 at 7:14PM UTC

   Stand down. You and the team will need to perform this person's job. It's not ideal but not impossible. There is nothing anyone can do about her lack of engagement so if you don't want to leave then you'll need to cover her duties without making it an issue. She is royal for now and not expected to do anything she doesn't want to. She's on a PIP. it might eventually resolve itself.

4. AnonymousMay 23,2024 at 7:15PM UTC

   Most likely your boss answers to someone and your boss' boss answer to someone. Keep it going with your concerns.

5. AnonymousMay 23,2024 at 7:38PM UTC

   I'm the poster. What kind of reasons would she be protected for?! It's so frustrating and I really appreciate everyone's advice.

6. AnonymousMay 23,2024 at 11:36PM UTC

   Good question. She may have filed an EEOC claim, she may be the daughter of a board member, or she may know which closets the skeletons are hiding, who knows? If escalating it to the next management level returns the same story, you must live with it, transfer to another department, or leave. It's a hard place to be in, but if they haven't told you why they can't fire her, they can't say because of legal, organizational, or political policies.

7. AnonymousMay 27,2024 at 4:48PM UTC

   My job recently unionized and they've been walking on eggshells since then with discipline and such. ?

8. Denise LevineMay 23,2024 at 7:44PM UTC

   I've worked in a team like this. Often the person has a connection to someone, which is how they got the job in the first place. It's literally hell for everyone else.

   All you can do is talk with management. Ask them how they would like all of you to handle it. Talk about the stress it's causing the rest of the team.

   If they aren't willing to do anything, then the toxicity is there to stay and they will start to lose great team members.

   Polish up your resume!

9. AnonymousMay 25,2024 at 1:11AM UTC

   Maybe she isn’t protected… perhaps the PIP has to run its course and these incidences are being documented. Managment won’t want to fix the issue because it’s exactly what they’d be documenting and is likely the basis of the PIP.

10. AnonymousMay 25,2024 at 4:57PM UTC

    How is this person un-fireable if there's a PIP? There's something wrong here.