I recently read an article written by an author taking a traditional approach to managing people who are “bad apples”:
7 Things Bad Apple Employees Do by Ann Clifford
Not all good employees stay that way. Some sour over time and become disenchanted due to burnout, lack of promotions, low company morale, or other company and personal life changes.
Behaviors of a bad apple employee can spread like a virus causing significant damage to your organization. Business owners and managers often ignore early signs that an employee is not behaving to company standards and often fail to promptly address the bad behaviors. An employee’s bad behavior, reinforced by lack of action by management, can grow out of control. Once out of control, the damage to the organization has already been done and may take time to correct. Best to address the issues quickly.
Here are 7 signs that an employee has gone sour like a bad apple:
- Repeatedly making the same mistake
- Asking for special treatment
- Constantly complaining
- Frequently late or absent from work
- Unwilling to follow established processes
- Lack of initiative
- Frustrating co-workers
The author goes on to talk about strategies for firing these “bad apples” and hiring replacements. You can read the entire article here.
We have all worked in businesses or with businesses that suffer from “bad apples”. In most cases, the “bad apple” cycle continues because nothing is done about it. In addition, there is no practice in place to avoid hiring bad apples in the first place.
You may not be able to eliminate bad apples entirely, but it happens less frequently and becomes apparent more quickly when you implement the Entrepreneurial Operating System® (EOS®).
Defining your Core Values that are shared by all is a key part of your People component because Core Values drive your culture.
With Core Values as your center, you are hiring and evaluating people based on GWC™ (do they Get it, do they Want it, do they have the Capacity to do it). GWC helps you put the Right People in the Right Seats.
In How to be a Great Boss, Gino Wickman and Rene Boer state “’Great People’ are the Right People who are in the Right Seats”.
They go on to say “When communicated to the entire organization, Core Values should come as no surprise to the people who share them (the Right People). On the other hand, Core Values make those who don’t share them (the Wrong People) apprehensive because they don’t really believe them. That’s precisely the benefit of a strong set of Core Values – they define a culture that attracts people who have similar values and repel those who don’t.”
When you use these tools offered by EOS, you rarely have “bad apple” problems like the ones outlined by this author.
If you’re ready to move on from the traditional methods of people management and start making things happen with EOS, contact me for a free 90-minute meeting.