Does every business, large or small, have them? Do we hire them or create them? What should we do when we recognize them?
I’m talking about the “bad apple.” You know the one—the proverbial one that rots the entire barrel! You recognize them by the rolling eyes during meetings, the argument at every turn, the negative attitude toward company policies or management in general, the barrier thrown into any new initiative, the drive that extends beyond competitiveness to step over those in his or her path, the complainer, the….you get the picture. As I head into this discussion, I can’t give you the answer, because I have not found it myself. But let me provide a few considerations that might lead us in the right direction.
First and foremost, we all know the direct supervisor must confront the issue with specific examples and ask for commitment for improvement. Once that happens, it is the employee’s turn to give you the opportunity to evaluate the situation on its merits.
Consideration #1: Once confronted, did the employee respond in a defensive or constructive manner? If the supervisor can get to the “core” of the issue, it may be possible to improve the situation. After all, someone cannot fix an issue if they are not aware of it. On the other hand, we have all seen employees who are not willing to take criticism or who seem to make it their priority to be divisive for no apparent reason. The nature of the employee’s response will tell you whether you have a foundation on which to build a future relationship.
Consideration #2: Did the employee make an immediate effort to improve the negative behavior? We don’t expect a 180-degree turn in 24 hours, but can you tell that your discussion was taken seriously?
Consideration #3: Does the employee have a poor attitude in general or is the issue surrounding one coworker or situation? Has the situation escalated recently? In other words, is the employee characterized by a poor attitude at work or is the behavior the result of a recent change at work or at home? We are not always aware of the issues outside of the office that might contribute to an overall negative attitude; however, an employer cannot tolerate negativity on a long-term basis.
Consideration #4: Does it matter if the bad apple is a productive, profitable member of the team? Resist the temptation to ignore the situation or convince yourself that performance or production make up for negative behavior. I have occasionally found that some high-performing employees are characterized by the bad apple syndrome. I can only draw the conclusion that the competitiveness and driven nature that allows them to succeed also can be dangerous to coworkers. The decision to discipline or terminate a nonproductive employee with a negative attitude is much easier than for someone who is profitable for your company. Time and again, we see companies who feel that they should not terminate or discipline a productive employee who is creating negativity within the team.
Consideration #5: Remember that negative behavior affects coworkers, managers, and customers. If a negative employee is creating havoc inside the confines of your office, can you imagine the potential harm they might create in the community? Is this someone that you want to represent your firm?
It is critical that other employees know that you will not tolerate negative behavior. Go over expectations and review policies during meetings where everyone is present. Remember the last “bad apple” who left your firm in the past. Did you have regrets? NO! Did you wish you had made the decision sooner? YES! Use past situations in which you made the tough but right calls to give you the courage you need to do what is right for the entire team.
