Who's Your Bad Apple?

Thought of the Week | Julie Lawson, CEO

"One bad apple can spoil the barrel." You've heard it, and it's true. This week I had conversations with three clients about bad apples: the person(s) in your organization who are holding others back, poisoning your morale, or affecting others with their contagious apathy and unproductivity.

In today's hiring market, leaders are scared to deal with the "bad apple." What if they leave? I'm here to ask you, "what if they don't?" If we fail to address toxicity it spreads. #Quietquitting isn't just a reflection of burnout, it's a result of watching others who misbehave or underperform get away with their antics.

If you are dealing with a bad apple, consider doing the following:

1. As a leader: you must deal with the issues promptly and directly. Any delay will (1) show others they can get away with similar behavior, (2) imply your lack of awareness or care for employees' impact, and/or (3) allow the person to continue down the wrong path. The issues caused by this person won't go away until it they addressed, and the longer you take, the more problematic it will become. And don't think others aren't watching: they are. Closely.
2. As a peer: try to redirect bad behavior and praise good behavior. Use statements like, "I would rather do X to solve this problem," or "what other approach could we take?" Encourage them when they do it well: "wow - you were great on that project!" And don't hesitate to speak to their supervisor about your concern, particularly if it is affecting productivity. The caveat? You must be specific. Name the observable behaviors and issues you've witnessed. "He's really negative," or "she doesn't pull her weight around here" isn't going to cut it. Supervisors need actionable examples.
3. As a subordinate: reinforce good behavior and offer support for what is lacking. While you must be careful not to become the depot for all their responsibilities, you can ask to help with tasks that seem to challenge the leader most. You can also share your perceptions, but be sure they are your own and that the tone is supportive. Name observable examples of when the person failed to enforce a positive culture, for example, by stating, "when this situation was handled that way, I felt undervalued..." or "expressing frustration at suggestions can make people afraid to provide important feedback," etc.

However you approach the situation, it must be dealt with promptly. A leading reason for quitting jobs in 2022 was a "toxic work culture." Leaders must ensure that bad apples are corrected or removed, or the whole barrel falls prey to toxicity. Worse, your top performers will leave for a workplace with higher standards for positive behavior. When it comes to bad apples, deal now, deal quickly, and reap the benefits for the long-term.

Video of the Week | Ken Coleman

In this video, Ken Coleman (via the Ken Coleman Show) helps a caller deal with a difficult coworker. She is picking up the slack for their underperformance. See how Ken helps her figure out how to deal with this common issue.

Organization of the Week | STL Made

STL Made is an organization dedicated to telling the story about the great products and services made in St. Louis, Missouri. Check out their website for more information, stories, and ways you can get involved!