The Achan Effect: Why Removing Toxic Employees is Critical to Organizational Success

By William Ballard 

In the annals of Biblical history, few stories illustrate the catastrophic consequences of unchecked misconduct within an organization as powerfully as the account of Achan found in Joshua chapter 7.

​This ancient narrative provides modern business leaders with a timeless blueprint for understanding why swift action against toxic employees isn't just recommended—it's absolutely essential for organizational survival and success.

The Victory That Became a Defeat

Lessons from Joshua 7 on the Devastating Impact of Hidden Sin in Leadership

Fresh from their miraculous victory at Jericho, the Israelites approached the small city of Ai with confidence that bordered on arrogance. Their scouts suggested that a mere 2,000-3,000 soldiers would suffice to conquer this seemingly insignificant target. After all, they had just witnessed the walls of Jericho crumble at the sound of their trumpets. How challenging could Ai be?

The result was devastating. Israel's forces were not only defeated but rerouted, fleeing in panic as thirty-six of their warriors fell in battle. For a nation that had just experienced supernatural victory, this defeat was more than a military setback--it was a crisis of identity and faith that sent shockwaves throughout the entire camp.
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Joshua's response reveals the heart of effective leadership. Rather than making excuses, blaming external factors, or accepting defeat as inevitable, he immediately sought to understand the root cause by first going to God in prayer. He then discovered that the defeat wasn't due to superior enemy tactics, inadequate preparation, or bad luck. The problem was internal: one man's secret disobedience had compromised the entire organization.

The Hidden Cancer of Toxic Behavior

Achan's story perfectly mirrors what modern research reveals about toxic employees in today's workplace. According to recent studies, toxic employees make their teammates 54% more likely to quit and can cost employers up to three times more in hiring fees. Like Achan's hidden sin, toxic behavior often operates beneath the surface, creating a culture of dysfunction that spreads throughout the organization.

Achan had violated a clear directive. When Jericho fell, God had specifically commanded that all spoils of war were to be devoted to the Lord's treasury—nothing was to be taken for personal gain. Yet when Achan saw "a beautiful robe from Babylonia, two hundred shekels of silver and a bar of gold weighing fifty shekels," he coveted them, took them, and hid them in his tent.
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This act of disobedience wasn't just personal misconduct; it was a violation of organizational values that had consequences far beyond one individual's choices. Similarly, toxic employees in modern organizations don't just harm themselves—they create ripple effects that damage team morale, productivity, and overall performance.

The Systematic Destruction of Team Dynamics

The parallels between Achan's impact on Israel and the effect of toxic employees on modern workplaces are striking. Recent research shows that toxic employees hurt morale, productivity, and retention while hindering collaboration and innovation. They create environments where negative behaviors flourish and positive team dynamics deteriorate.

In Israel's case, the entire nation suffered because of one person's hidden misconduct. The defeat at Ai wasn't just a military loss--it was a crisis of confidence that threatened to unravel everything they had worked to achieve. Fear replaced faith, doubt supplanted determination, and the momentum from their previous victories ground to a halt.
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This is precisely what happens in organizations where toxic behavior is allowed to fester. One toxic employee can:

• Undermine Leadership Authority: Just as Achan's disobedience challenged God's clear commands, toxic employees often undermine management directives and organizational policies.
• Destroy Team Cohesion: The secret nature of Achan's sin created an atmosphere of mistrust. Similarly, toxic employees breed suspicion and conflict among team members.
• Compromise Organizational Values: Achan's actions violated the core principle of devotion to God. Toxic employees often act in ways that contradict stated company values and culture.
• Create a Culture of Fear: After the loss at Ai, fear paralyzed the Israelite army. Toxic employees create similar environments where others become afraid to take risks, speak up, or pursue excellence.

​The Investigation Process: Systematic Problem-Solving

Joshua's approach to identifying the source of Israel's defeat offers valuable insights for modern leaders dealing with organizational dysfunction. He didn't engage in witch hunts or make hasty accusations. Instead, he followed a systematic process that narrowed down the problem methodically.

First, he gathered the entire organization. Then, through a process of elimination that moved from tribes to clans to families to individuals, he identified the source of the problem. This methodical approach ensured accuracy while maintaining organizational integrity throughout the investigation.
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Modern leaders can learn from this systematic approach when addressing toxic behavior:

1. Recognize the Symptoms: Like Joshua recognizing that defeat indicated internal problems, leaders must be alert to signs of toxic behavior—decreased productivity, increased turnover, low morale, and team conflicts.
2. Investigate Thoroughly: Don't make assumptions or rely on gossip. Gather facts, document behaviors, and follow proper procedures to identify the root causes of organizational dysfunction.
3. Address the Issue Directly: Once the problem is identified, swift action is required. Delaying only allows the toxic behavior to spread and cause more damage.

​The Cost of Inaction

Perhaps the most sobering aspect of Achan's story is how his individual choice affected thousands of people. Thirty-six soldiers died in a battle that should have been easily won. Families mourned unnecessary losses. The entire nation's confidence was shaken. All because one person chose personal gain over organizational loyalty.

Current workplace research validates this Biblical principle. Studies show that toxic employees often hinder collaboration and innovation, leading to missed opportunities for growth and advancement. They create environments where good employees become disengaged or leave entirely, forcing organizations to invest heavily in recruitment and training replacements.
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The financial impact is staggering. Beyond the direct costs of turnover and reduced productivity, toxic employees create hidden expenses through:

• Increased Management Time: Leaders spend disproportionate amounts of time managing toxic employees and dealing with the conflicts they create.
• Legal Risks: Toxic behavior often escalates to harassment, discrimination, or other legal issues that expose organizations to significant liability.
• Reputation Damage: Word spreads about toxic work environments, making it harder to attract top talent and maintain positive relationships with customers and partners.
• Innovation Stagnation: Toxic environments discourage creativity and risk-taking, leading to organizational stagnation and competitive disadvantage.

​The Necessity of Swift Action

When Achan's guilt was established, Joshua didn't hesitate to act. The consequences were severe and immediate. While modern workplace discipline doesn't mirror ancient justice, the principle remains: toxic behavior must be addressed swiftly and decisively.

Many leaders struggle with this aspect of management, often hoping that toxic employees will improve on their own or that the problem will resolve itself. However, research consistently shows that toxic behavior rarely improves without intervention and often escalates when left unchecked.
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Effective leaders understand that removing toxic employees, while difficult, is an act of service to the rest of the organization. It protects good employees, preserves organizational culture, and maintains the standards that enable success.

The Restoration Process

After dealing with Achan's sin, Israel was able to return to Ai and achieve victory. This second battle was markedly different from the first—it was strategic, well-planned, and successful. The removal of the toxic element allowed the organization to function as intended.
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Similarly, organizations that successfully remove toxic employees often experience immediate improvements in:

• Team Morale: Other employees feel valued and protected when leadership takes action against toxic behavior.
• Productivity: Without the disruption and distraction caused by toxic employees, teams can focus on achieving their goals.
• Innovation: Positive work environments encourage creativity and collaboration, leading to better solutions and breakthrough ideas.
• Retention: Good employees are more likely to stay when they see that the organization maintains high standards and protects its culture.

​Implementing Preventive Measures

The story of Achan also highlights the importance of clear expectations and consistent accountability. God's instructions regarding the spoils of Jericho were unambiguous, yet one person chose to ignore them. This suggests that even the clearest policies and strongest cultures can't prevent all toxic behavior—but they can minimize its occurrence and impact.
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Modern organizations can learn from this by:

• Establishing Clear Values: Like God's clear commands to Israel, organizations need well-defined values and behavioral expectations that are communicated consistently.
• Creating Accountability Systems: Regular performance reviews, peer feedback mechanisms, and cultural assessments can help identify problems before they become crises.
• Training Leaders: Managers need skills to recognize toxic behavior early and address it effectively before it spreads throughout the organization.
• Building Strong Cultures: Organizations with strong, positive cultures are more resilient against toxic behavior and better equipped to maintain high standards.

​The Leadership Imperative

Joshua's handling of the Achan situation demonstrates several key leadership principles that remain relevant today. He took responsibility for the organization's failure, investigated thoroughly, acted decisively, and then led the team back to success. He understood that protecting the organization sometimes requires making difficult decisions about individual employees.

Modern leaders face similar challenges and responsibilities. The decision to remove a toxic employee is never easy, especially when that person may have valuable skills or relationships. However, the cost of inaction—measured in terms of team morale, organizational culture, and overall performance—almost always exceeds the short-term disruption of removal.
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As business leaders, we must remember that our primary responsibility is to the organization and its mission, not to any individual employee. When someone's behavior consistently undermines that mission, swift action isn't just justified—it's required.

Final Thoughts: The Courage to Act

The story of Achan serves as a powerful reminder that organizational success depends not just on strategy, resources, or market conditions, but on the character and behavior of the people within the organization. One person's toxic behavior can derail entire teams, compromise organizational values, and prevent the achievement of important goals.

Like Joshua, today's leaders must have the courage to investigate problems thoroughly, address them decisively, and maintain the standards that enable organizational success. The cost of removing toxic employees may seem high in the short term, but the cost of keeping them is invariably higher.

In our modern business environment, where collaboration, innovation, and agility are essential for success, there is simply no room for toxic behavior. The organizations that thrive will be those that, like Israel after dealing with Achan, maintain the discipline to protect their culture and the courage to take swift action when that culture is threatened.
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The question for every leader is not whether you will encounter toxic employees—you will. The question is whether you will have the wisdom to recognize them and the courage to act decisively when the situation demands it. The success of your organization may well depend on your answer.

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William Ballard is the founder and CEO of William Ballard & Associates, LLC. He is a serial entrepreneur and has built a successful career leading and growing organizations based, in large part, on his ability to ask great questions, speak with candor, and identify talented people with whom to collaborate.

​It’s from this foundation that William helps aspiring entrepreneurs, small business owners, and ministry leaders navigate organizational, industry, and societal changes to move their organizations closer towards their vision without compromising their values.