Imagine this is an actual transcript of a meeting between a top-performing employee who is voluntarily leaving your company. Now imagine HR's conclusion following this conversation: "I don't see a problem here. I have not heard anything that sounds like a violation of law or company policy, so we can do nothing. Besides, we've spent a lot of money recruiting and promoting this leader, and we cannot change course just because someone does not like their leadership style.” Is there a problem here? Is your company at risk? What should you do? If your company is dealing with a toxic employee at any level, you may want to contact the Dohrwardt Law Firm today to hear what you should do.

Company HR Representative: Thank you for meeting with me today. I understand you've decided to leave the company, and I'd like to hear more about your experience and what led to this decision.

Top-Performing Employee: Thank you. I've thought long and hard about this, and while I've always enjoyed the actual work and believe in what the company is trying to achieve, I'm leaving mainly because of the toxic leadership in my department. It's not just about one bad day or disagreement—it's an ongoing, unbearable environment.

Company HR Representative: I'm sorry to hear that. Can you share some behaviors you've observed from your leader that contributed to this environment?

Top-Performing Employee: Where do I start? The leader is consistently hostile and dismissive. Anytime someone shares an idea, it's immediately shot down or belittled. There's no constructive feedback, just criticism that feels more like a personal attack. It's not uncommon for meetings to turn into a blame game. There's this constant sense of walking on eggshells, where you never know who will be the target that day. I can't tell you how often I've sat there, hoping the boss would pick on someone else instead of me. You're always hiding in plain sight, trying not to draw attention to yourself.

Company HR Representative: That sounds incredibly stressful. How did this behavior affect your day-to-day work and that of your colleagues?

Top-Performing Employee: It created a culture of fear and avoidance. People are scared to speak up or contribute because they don't want to be the next one on the chopping block. I've seen good ideas die before they even get a chance to be explored because no one wants to risk being ridiculed. It's unfortunate, honestly. We've got so much potential that's just wasted. Instead of collaborating, everyone's just trying to stay under the radar, hoping to make it through the day without being the target. It's exhausting and demoralizing.

Company HR Representative: How did these dynamics impact the overall performance and morale of the team?

Top-Performing Employee: The constant negativity and fear have killed any sense of motivation or team spirit. We used to have these vibrant brainstorming sessions, but now it's just a room full of people staring at their laptops, avoiding eye contact. It's like the air has been sucked out of the room. Everyone's clocking in and out, doing the bare minimum to get by without paying too much attention. And morale? It's at an all-time low. People are drained, mentally checked out, and waiting for the next opportunity to leave.

Company HR Representative: From a company perspective, what do you think the impact has been in terms of costs or lost opportunities?

Top-Performing Employee: The impact has been enormous. The amount of time wasted because people are afraid to ask questions or clarify expectations is staggering. Deadlines are missed, projects are delayed, and the quality of work suffers because no one feels comfortable stepping up or going the extra mile. And then there's the turnover. We've lost so many talented people who couldn't take it anymore. Recruiting, hiring, and training new employees over and over is incredibly costly, not to mention the lost productivity every time someone leaves. It's like we're constantly starting over, and that's a huge financial drain. I wouldn't be surprised if the costs of turnover and lost productivity run into the hundreds of thousands, if not more.

Company HR Representative: How did this environment make you feel on a personal level?

Top-Performing Employee: It's been tough. I used to be excited about coming to work, but lately, it's just been a source of anxiety. I find myself hiding, hoping to get through the day without being noticed, which is crazy because I've always liked to contribute and be involved. I've felt undervalued, unappreciated, and, frankly, powerless. Putting in so much effort and never feeling good enough is disheartening. I've reached a point where it's affecting my health and happiness, and I can't do it anymore. It's not worth it.

Company HR Representative: It's clear that this has been a challenging situation for you, and I'm sorry you've had to go through this. Before we wrap up, is there anything else you'd like to add?

Top-Performing Employee: I want to reiterate that this company has so much potential, but toxic leadership can undermine everything. It's not just about losing one person; it's about the ripple effect a poisonous leader can have on an entire team and, eventually, the whole organization. I hope that by sharing my experience, the company can make some changes because it's a great place with great people. It just needs exemplary leadership to unlock that potential.

Company HR Representative: Thank you so much for your honesty and for sharing your story. We truly appreciate your contributions here and wish you all the best in your next role.

Top-Performing Employee: Thank you. I hope things get better for the team. I'm grateful for the chance to share my perspective and hope positive changes are on the horizon.

If you are dealing with a toxic employee, leader, or executive, there may not be a violation of law or policy, but that is where the analysis begins. Please feel free to contact the Dohrwardt Law Firm to learn more.