Solution: “It’s important that you provide balanced feedback

 Solution: “It’s important that you provide balanced feedback to all of your direct reports, including your bad apples,” says Sujansky. And be sure to create fact-based objective documentation that includes all levels of performance and behavior, both positive and negative.Problem conical barrel1: Some company cultures tolerate managers passing bad apples from department to department. If you’re like many managers you may fear that if you fire your bad apple—or even confront or discipline her—she’ll threaten to file suit for discrimination or harassment or any other reason she thinks will work.Solution: “Legal retribution shouldn’t be a worry for you if you follow sound human resources practices required of a leader,” says Sujansky. Sujansky, Ph.”Problem china barrels7: Firing employees, no matter how bad their behavior or poor their performance, is never easy.keygroupconsulting. If your culture allows bad apples to be passed around from department to department without any consequence for their behavior, well, that’s exactly what will happen. When you confront them, bad apples aren’t afraid to pull out all of the stops to redirect your attention from poor behavior to their more positive traits, or as is often the case, to some other employee. “Great leaders should coach, provide balanced feedback, help the employee develop a plan for correction, develop the plan for correction, discuss what you document, and document what you discuss. The first step, though, is understanding just what makes these employees so incredibly difficult to handle. After # all, managers are only human—and bad apples have a tendency to be just as draining for them as they are for everyone else in the company. Besides, after the confrontation the bad apple may realize that his annoying behaviors will limit his progress and promotability in the organization.” Problem #3: Bad apples can be master manipulators. You can teach people the skills they need, but you can’t always teach work ethic or integrity or respect.” Problem #4: Bad apples aren’t always poor performers. “I wholeheartedly agree, and in fact, this is a topic KEYGroup constantly addresses with our clients.“It’s been our experience that bad apples usually comprise only a small percentage of an organization,” says Sujansky. “The authors point out that it’s likely that your bad apples are harming your other employees’ morale, which can lead to an overall team breakdown. “The problem comes when team members don’t feel like they have enough power in the situation. And many have never been trained in how to appropriately fire employees.” This article may be reprinted for your use in an organizational newsletter and or e-zine provided that you contact Kelly Hanna, Director of Sales and Marketing at 724-942-7900 to gain permission. Success lies in failsafe-ing your hiring practices. so make sure you build the kind you want, one employee at a time. But as Sujansky points out, doing so is no easy (or welcome) task."This study takes an interesting look at a problem that is all too prevalent in corporate America,” says Sujansky. According to the Felps and Mitchell study, one reason this happens is because the positive behavior that does occur in the office can’t cancel out the negative. His “good” qualities may make you reluctant to confront him, much less get rid of him altogether. “But because they require more effort to handle than other employees, it’s not uncommon for managers to spend a great deal of their time dealing with or listening to the bad apple’s various concerns or complaints or the complaints they receive from other employees about the bad apple. . Hire for talent and values and character, not just for skill sets. Remember, culture is everything . It works very, very well, and it’s fun, too. D. Keeping these positives a part of the organization may not be as critical as increasing the productivity of the whole team.A new study shows that your company’s bad apples have a tendency to spoil your entire corporate culture. Rather than try to bring their bad apple’s behavior to an end, many managers choose to simply move the employee on to another department. Clearly, managers need to think about the illogic of such an efforts-to-results ratio!” If managers don’t deal with their bad apples—either (metaphorically) cutting out the rotten behaviors or tossing the entire apple out of the barrel—their “spoiling” effects will only multiply. People have a great difficulty giving feedback to their peers. They’ll almost always push the problem back to managers rather than confront the employee directly.” Problem #5: Rather than model and recognize the behavior they want, expect, and demand, managers focus too much attention on poor behavior.” Problem #2: Managers expect team members to deal with the bad apple, but they can’t—or won’t. Maybe yours will mention an account she just brought in . Solution: “While you shouldn’t ignore the negative behavior in the office, you should deliberately place much more emphasis on showcasing the positive.com), warns that if you want to keep him (or her) from spoiling the whole barrel, well, you’ve got your work cut out for you. . When bad apples are present, people aren’t as willing to handle problems that arise, don’t foster open communication with one another, and generally stop functioning as a team—not a great recipe for high performance and productivity. D. “Acknowledge the positive contributions your bad apple is making, but don’t be afraid to confront the behaviors that negatively affect others. In these kinds of workplaces, clear and open communication is key. You know, the guy who drags down coworker morale with his horrific attitude, or the gal whose absence transforms an office of formerly solitary cubicle hermits into a place where people productively work together to get extraordinary results. Solution: “The study shows that confrontation by team members can occasionally be successful,” says Sujansky. KEYGroup’s Joanne G. If your bad apple’s problem is simply a negative attitude or a tendency to bully other employees, his bad apple-ness—if you will—may not prevent leaders from viewing him as an asset. “At KEYGroup we call this kind of company a Vibrant Entrepreneurial Organization. First, the sense of ownership instilled in employees who work in VEOs makes them want to find a solution to the problem themselves. And it stands to reason that people who cause problems working inside a company are likely to also cause problems on their way out the door. “Simply say, ‘That’s not what we’re here to discuss,’ and bring her back to the subject of her destructive attitude. Solution: “Regardless of what your bad apple is telling you in order to distract you, stay focused on addressing the issues at hand,” says Sujansky. Bad apples, by definition, are troublemakers. Here’s another instance when developing a vibrant entrepreneurial organization will solve the problem. Unfortunately, firing people is such an unpleasant experience that most managers will put it off for as long as possible. Some can be great producers for the company. You’re tempted to follow the lead of your predecessors and simply shuffle your bad apples along to the next team—but all that does is move the misery around. There’s just something in human nature that allows the bad to outweigh the good. She cites a recent study—conducted by William Felps, a doctoral student at the University of Washington Business School and Terrence Mitchell, a professor of management and organization at the UW Business School and a UW psychology professor, and published in Research in Organizational Behavior—that explores just how much damage one bad apple can wreak. It should be the implementation of the next step that has been communicated in a previous meeting. Maybe he’s a big producer, or maybe he’s talented in some hard-to-find skill. Reward employees who go out of their way to help their teammates on projects. ., founder and president of KEYGroup (www. If # you don’t give employees a lot of positive to focus on, their attention will naturally gravitate to the negative. “By the way, healthy peer communication doesn’t just happen,” she adds. or maybe she will point out that one of her fellow employees was late to work for the third time that month. And be open and responsive to employee feedback.”Problem #6: Some managers are afraid to fire bad apples for fear of legal retribution. “It’s important that managers know exactly how to approach these situations. They will help you plan and conduct the exit meeting with the bad apple. He (or she, as the case may be) is your company’s “bad apple.Every organization has at least one: that employee, who for whatever reason, behaves as though coming to work is a fate worse than death. Create a peer review system. “Smart leaders know they have to foster it, and there are plenty of ways to do so.”Clearly, managers should make dealing with bad apples a top priority. These are the raw materials that make up a VEO., offers solutions for managers who don’t know what to do with these problematic employees. Basically, team members spend a day completing and video taping assigned tasks around their city. After all, they’ve stayed around this long for a reason. If you have a VEO in which every employee innovates constantly, executes relentlessly, and works with a sense of passion, bad apples simply won’t be able to survive.” And Joanne G. Make sure you discuss your situation and intended actions with your human resource professional or legal counsel. If bad apples refuse to change their behavior the time will come when you must let them go. Or at the very least, he may realize that his behavior will prevent him from getting support from others when his success is on the line. For instance, we’ve developed a teambuilding activity called KEYGroup Quest that helps our clients dramatically improve their team's communication, ingenuity, and problem-solving skills. After each meeting with her, cite the problem, the action taken to correct or eliminate it, the dates, the result that occurred, and any comments that will help you to recall the sessions. Solution: “Even in a VEO there may come a time when an employee just isn’t working out,” says Sujansky. Rest assured that if you ignore it, you’ll have that same employee in your office the next month and the month after that as you attempt to solve the same problem again and again. In fact, many managers don’t even know how to even begin dealing with these problematic employees. . It’s like this: when managers feel that they ‘own’ their work and their company, they won’t allow a bad apple to spoil either one. Here are the important points that should be made in the exit meeting: a reminder of previous discussions and warnings that have been previously communicated to the bad apple, a brief explanation of why the separation is taking place, and the follow-up activities necessary to complete the exit strategy.Solution: “Quite simply, you must create a culture that doesn’t allow people to pawn problems off on others,” says Sujansky. . By the time they get to you, they’ve been with the company for so long that it seems impossible to fire them. Sujansky, Ph. Let him know his being fired is the consequence for the lack of turn-around in his performance,”“Another important point the study makes is that companies can avoid the bad apple disease all together,” says Sujansky. If you create employees who value teamwork and understand how their behavior affects their coworkers, you may actually modify the bad apple’s destructive tendencies. Sujansky spells out the reasons managers are so flummoxed by bad apples, along with some practical techniques for dealing with them once and for all. A VEO has the kind corporate culture in which that elusive sense of ownership can flourish. This final meeting shouldn’t be a surprise to the bad apple. Ultimately, you must decide whether or not the bad apple’s negative behaviors outweigh his one big sale or his singular skill