Let’s face it. Some workplaces are best defined as toxic. Several factors contribute to toxicity, and a particular subset of these factors thrive in hybrid work environments. There are four mechanisms through which hybrid work can lead to toxic behaviors. First, remoteness changes dynamics. Communication via technology can lead to disinhibition and reduced self-monitoring, making people more likely to express hurtful remarks. In face-to-face interactions, the potential consequences of hurtful words are more apparent, leading to greater self-control. Additionally, hybridity is fundamentally imbalanced. Differences in working contexts create disparities in access to resources and visibility, potentially causing feelings of exclusion and disrespect among remote workers. Hybridity can also reduce cohesion and trust and make it harder to resolve issues. Fewer face-to-face interactions can hinder dispute resolution, making it more challenging to address toxic behaviors virtually. To address toxicity in hybrid work environments, leaders should educate their employees. Help employees understand how toxic behaviors can arise as unintended consequences of hybrid work arrangements and decisions. Focus on behavior and its impact rather than intention. Employees must have ongoing conversations through periodic check-ins to address concerns and experiences related to toxicity and intervene quickly when these factors are identified. Addressing toxic behaviors promptly prevents them from escalating and negatively affecting the team or organization.