Managing Toxic Work Environments
"Managing employee performance is a critical role for all leaders, of any group, even volunteers. Periodically an employee may become disconnected from the outcome (goals), or processes and this situation must be quickly assessed, and action taken. Expected outcomes depend on the leader's ability to set clear performance expectations (outcomes) and in some situations help by defining methods or processes that are to be used." Verchota.
When a leader isn't experienced or equipped to give clear and concise expectations, there is an opportunity for disappointment both with the leader and the employee. Eliminating disjointed employees is a way to coverup leadership inexperience.
Employees who have not been given the tools to acheive success or who have been handed grandiose plans with limited resources, is a great way to cover up the incompetence of the leader; (example: no budget, unmet support or promises, no purposeful sustainable plans vs. events, teams with crappy attitudes, employees who won't loosen their grip in areas they should, and those that don't pull their weight in work), lead to toxic work environments.
It is critical to an organizations reputation to have experienced leaders (or leaders with experienced advisors) that know what they are doing when it comes to producing a vision, managing the employees and managing themselves.