Following a conversation with a client who was concerned about the impact a particular team member was having, this article explores the actions and implications for leaders when dealing with a difficult or negative member of staff.
In every organisation, leaders are faced with the challenge of managing a diverse group of individuals. While most team members contribute positively to the culture and productivity, occasionally, a ‘bad apple’ can emerge. A bad apple, or conflict-causing employee is someone whose toxic behaviour, attitude, or actions negatively impact the team and the organisation as a whole.
Addressing Cultural Suffering:
We’ve all seen it happen. When a bad apple infiltrates an otherwise healthy culture, it is crucial leaders take swift action. Ignoring the issue can lead to a decline in employee morale, productivity, and overall organisational performance. It’s the leaders’ responsibility to recognise the signs of cultural suffering and prioritise resolving the problem to prevent it from festering and spreading to other team members. The likelihood is that it won’t just go away.
Overcoming Inaction and Dithering:
One reason leaders I work with sometimes struggle to take action against a negative team member is because they see that person as holding a position of importance. There is real fear of disrupting business operations. However, allowing toxic behaviour to persist can do far more harm in the long run. Leaders must prioritise the well-being of the entire team and understand that addressing the issue head-on is vital for sustaining a healthy work environment.
Impact of Followers and the Easily Led:
When a certain individual exhibits destructive behaviour, their influence on followers can be detrimental. People who are easily swayed or seek validation from others may align themselves with the undermining team member, perpetuating the negative impact. Leaders should recognise and address the vulnerability of these individuals by providing clear communication, role modelling positive behaviour, and offering support.
Role of the Silent Majority:
The silent majority refers to the team members who witness the toxic behaviour but choose not to speak up. Their silence may stem from fear, uncertainty, or a lack of confidence in the leadership’s ability to address the issue effectively. Leaders must create a safe environment that encourages open dialogue and fosters trust, empowering the silent majority to voice their concerns and provide valuable insights for resolution.
Mobilising Business Advocates:
Within every organisation, there are individuals who embody the culture and values of the company. These business advocates can play a significant role in influencing others and promoting positive change. Leaders should identify and engage these advocates, leveraging their influence and expertise to address the issue of the bad apple. By aligning with these advocates, leaders can strengthen their position and facilitate a cultural shift.
Demonstrating Culture and Values:
Leadership sets the tone for the entire organisation. By consistently demonstrating and reinforcing the company’s culture and values, leaders send a clear message about what behaviours are acceptable and what is not. Through actions and decisions, leaders should emphasise the importance of respect, collaboration, and accountability, making it evident that toxic behaviour will not be tolerated.
Being More Visible and Leading:
In times of crisis, leaders need to be visible and take charge. Being present and accessible to the team fosters trust and provides reassurance that issues are being addressed. Leaders can also engage in informal activities, participating in team-building exercises and making sure to sit with the team during free time. Participation in simple daily fun and conversations will build stronger relationships and encourage open communication.
Dealing with a ‘bad apple’ in a team requires decisive action from leaders. By addressing cultural suffering promptly, overcoming inaction, recognising the influence of followers, empowering the silent majority, mobilising business advocates, demonstrating culture and values, and being visible as leaders, organisations can mitigate the negative impact and create a healthier and more productive work environment.
Hope this helped.