What to Do When a Team Member is an Energy Vampire

Every workplace has one: the Energy Vampire. They drain morale, thrive on negativity, and leave you feeling like you’ve just run a marathon—without the endorphins. Whether it’s constant complaining, passive-aggressive jabs, or an uncanny ability to turn every meeting into a therapy session (for them), these vampires can suck the life out of an otherwise great team.

So, how do you manage, redirect, or protect yourself from an Energy Vampire without resorting to garlic and stakes?

1. Identify Their Drain Game

Not all Energy Vampires operate the same way. Figure out how they drain the team:

The Complainer: Everything is a problem. Solutions? Never.
The Drama Magnet: Creates chaos and thrives on office gossip.
The Victim: Always the misunderstood martyr, never accountable.
The Passive-Aggressive One: Smiles in meetings, but their email replies feel like a slap.
The Know-It-All (But Does-Nothing): Has opinions on everything but contributes nothing.

Once you pinpoint their “vampire type,” you can tailor your approach.

2. Set Boundaries Like a Boss

You can’t control their behaviour, but you can control how much access they have to your energy.

Limit venting sessions. “I hear you, but unless we can find a solution, I’d rather focus on moving forward.”
Avoid feeding the drama. Don’t engage in their negativity; stay neutral or redirect the conversation.
Control interactions. If they constantly barge into your space, set a time limit: “Hey, I have five minutes before I need to jump on a task.”

3. Shift Them From Complaints to Solutions

Energy Vampires love to whine but rarely problem-solve. Next time they bring you a complaint, flip it back on them:

Them: “This project is impossible.”
You: “What do you suggest we do differently?”
Them: “Management never listens to us.”
You: “How can we present our ideas so they’re more open to them?”

Some will rise to the challenge. Others will stop coming to you once they realise you won’t just nod and agree.

4. Lead by Example

Sometimes, negativity spreads because it’s tolerated. Be the counterbalance.

Celebrate wins—big and small.
Encourage solution-focused conversations.
Recognize and reinforce positive contributions (even from the vampire—when deserved).

Your energy sets the tone. If they’re constantly negative, but you stay focused and upbeat, they’ll either adapt or get frustrated that they can’t pull you into their orbit.

5. Address It Directly (If Necessary)

If the vampire’s behaviour disrupts the team, it might be time for a direct conversation.

Use neutral, fact-based language instead of emotions:

“I’ve noticed you’ve been frustrated with how things are going. What’s something constructive we can do about it?”
“I want to make sure we have a productive team environment. How can we work together to keep things moving forward?”
“I appreciate your perspective, but constantly focusing on the negatives impacts the team’s morale.”

If they aren’t receptive, loop in leadership.

6. Protect Your Energy

If you can’t change them, you can change how you react.

Detach emotionally. Don’t let their mood dictate yours.
Use mental ‘filters.’ Imagine their words passing through a sieve—only useful information gets through.
Prioritize uplifting colleagues. Spend more time with team members who energize and support you.

If all else fails? Vampires can’t drain energy you refuse to give them.

7. If They’re Beyond Saving… Take It Up the Ladder

If their behaviour is toxic, disruptive, or creating a hostile environment, it’s time to document and escalate.

Keep a log of specific incidents. Dates, times, and impact on work.
Frame it as a team issue, not a personal grievance.
Approach leadership or HR with clear examples and potential solutions.

Sometimes, vampires need accountability (or an official wake-up call) to change their ways.

Final Thought: Don’t Let a Vampire Make You One Too

The worst thing you can do? Become an Energy Vampire yourself by constantly complaining about them.

Instead, focus on solutions, boundaries, and surrounding yourself with energizing people. Because at the end of the day, your energy is your most valuable leadership resource—protect it like it’s gold.

This article was originally published on Sonia McDonald's LinkedIn.

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