At Laundry Advisors, we talk a lot about growing your business, leading your team, and creating a five-star customer experience. But one of the biggest threats to your laundromat’s culture, team morale, and ultimately your bottom line is something that can sneak in quietly and poison everything from the inside: a toxic employee.

If you want to build a healthy, thriving laundromat business, you must learn how to identify toxicity, act on it quickly, and lead with clarity and courage. Let’s break it down.

What Does a Toxic Employee Look Like?

A toxic employee isn’t just someone who has a bad day. We all have those. Toxicity is a pattern—repeated behavior that chips away at the culture you’ve worked so hard to build.

Here are common signs of a toxic team member:

• Gossip and drama: They stir conflict, talk behind people’s backs, or create divisions within the team.

• Chronic negativity: They complain constantly, shoot down new ideas, or drain energy from others.

• Disrespect: They speak rudely to coworkers or customers, disregard authority, or have a “me-first” mindset.

• Undermining leadership: They subtly (or openly) challenge your decisions, policies, or direction.

• Lack of accountability: They blame others, make excuses, or never admit mistakes.

Why You Must Remove Toxic Employees Quickly

You may feel tempted to tolerate toxic behavior, especially if the person is a high performer or has been with you a long time. Don’t. Here’s why you must act:

1. Culture is everything: A toxic person can destroy the positive, team-focused culture you're trying to create. Culture drives customer experience and loyalty.

2. Good team members will leave: Healthy employees won’t stick around in a toxic environment. They’ll find somewhere they feel valued and supported.

3. It costs you money: Toxic behavior leads to poor customer service, costly mistakes, bad reviews, and high turnover.

4. It reflects on your leadership: If you allow bad behavior to continue, your team will assume you either don’t notice or don’t care.

Here’s the bottom line: You must be fast to fire and slow to hire. It’s easier to find someone who aligns with your values than to fix the damage caused by someone who doesn’t.

Keys to Identifying and Removing a Toxic Employee

1. Document everything: Keep records of incidents, customer complaints, and warnings. This protects your business and gives clarity if legal questions arise.

2. Address the issue directly: Don’t sugarcoat it. Let them know specifically what behavior is unacceptable, how it impacts the team, and what must change.

3. Give a short leash: Offer one opportunity for improvement with a clear timeline (often 1-2 weeks is plenty). If no change happens, act fast.

4. Remove with professionalism: Don’t make it personal. Keep it respectful and direct. You’re protecting your team and your business.

5. Debrief your staff: After a toxic person is removed, reinforce your core values. Let your team know you’re committed to a healthy, respectful work culture.

Encouragement for Owners

You’re not a bad leader for having a toxic employee—but you become one if you allow it to continue.

This is your laundromat. You’ve worked hard to build it. You set the tone. You get to decide what kind of team you want, and you owe it to your good employees—and your customers—to protect that culture fiercely.

Removing a toxic employee can feel tough in the moment, but in hindsight, it’s always the right decision. A weight lifts. Energy improves. Customers feel it. You feel it.

So stand strong, be decisive, and remember:
Fast to fire. Slow to hire. That’s how you build a laundromat team you’re proud of.

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Let’s build something great.
— Josh Chapman