When a bad apple won’t fall off the tree
The Problem Statement
Every SME leader will, at some point, face the challenge of dealing with a team member who’s not pulling their weight. They’re disengaged, negative, and disruptive to team morale—but they won’t leave, and they won’t improve. It’s like having a player on your team who refuses to pass the ball or score tries. They’re just there, making things harder for everyone else.
The real issue? Their presence drags down the entire team. Productivity, culture, and even customer experience can suffer if the problem isn’t addressed. The question is, what’s the best way to deal with this situation while maintaining fairness and professionalism?
HR Best Practice
A structured approach is key to handling an underperforming or toxic employee. Best practices include:
Clear Performance Expectations: Ensure that KPIs, roles, and responsibilities are clearly defined and communicated.
Support and Guidance: Provide training, mentoring, and constructive feedback to give them a fair chance to turn things around.
Regular Check-Ins: Have one-on-one conversations to gauge their perspective and uncover any underlying issues.
Formal Performance Management: If informal coaching doesn’t work, implement structured improvement plans with timelines and measurable goals.
Fair Exit Strategies: If improvement isn’t happening, handle their departure professionally, ensuring it’s legally sound and ethically managed.
The Psychological Perspective
It’s essential to ask: Why is this person behaving this way? Some key considerations:
Lack of Motivation: Are they disengaged due to boredom, dissatisfaction, or personal struggles?
Cultural Mismatch: Do their values and work style clash with the company culture?
Unclear Expectations: Have they ever truly understood what’s expected of them?
Workplace Frustrations: Could their attitude stem from unresolved grievances or feeling undervalued?
Taking a psychological approach allows leaders to address root causes before making drastic decisions.
Red Flags to Watch For
Certain behaviours indicate that an employee is unlikely to improve:
Repeated negativity that affects team morale.
Resistance to feedback and unwillingness to improve.
A passive-aggressive attitude towards leadership or colleagues.
Frequent conflict with co-workers.
A pattern of blaming others rather than taking responsibility.
When these signs persist despite attempts to support and guide them, it’s time to make a decision.
Conclusion
The reality is simple: You either help them improve (change the person), or you make the tough call to part ways (change the people). Keeping a bad apple can harm team cohesion, productivity, and overall workplace culture. Leadership is about making tough decisions for the greater good, and sometimes, letting someone go is the best decision for everyone involved.
No-one teaches this stuff, but at RegenerationHQ, we have the skills and capability to help you with this and a multitude of other small and large issues that can bedevil your business.