Dear Folks,
Hope you are doing well. The subject line might seem odd, but it is a serious issue, especially in the BPO industry, where the majority of employees are young people aged between 18-27.
The term "Bad Apple" refers to a person with a different approach towards things, such as being critical or cynical about everything around them. These individuals bring a negative attitude into the company, immediately starting to find faults and spreading negativity to others. They have a tendency to make good things appear bad and magnify genuine issues into significant problems.
The discussion revolves around how we, as HR professionals, can identify and manage such individuals.
I initiated this discussion and would like to share an idea I received from a colleague: "We can identify the bad apple through feedback from the trainer and address the issue promptly."
This feedback should ideally involve a questionnaire, although I am currently working on developing one.
I encourage all of you to contribute your thoughts on handling the "Bad Apple" so that we can effectively address this significant issue.
Thanks and Regards,
Sonit
From India, Hyderabad
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9Hope you are doing well. The subject line might seem odd, but it is a serious issue, especially in the BPO industry, where the majority of employees are young people aged between 18-27.
The term "Bad Apple" refers to a person with a different approach towards things, such as being critical or cynical about everything around them. These individuals bring a negative attitude into the company, immediately starting to find faults and spreading negativity to others. They have a tendency to make good things appear bad and magnify genuine issues into significant problems.
The discussion revolves around how we, as HR professionals, can identify and manage such individuals.
I initiated this discussion and would like to share an idea I received from a colleague: "We can identify the bad apple through feedback from the trainer and address the issue promptly."
This feedback should ideally involve a questionnaire, although I am currently working on developing one.
I encourage all of you to contribute your thoughts on handling the "Bad Apple" so that we can effectively address this significant issue.
Thanks and Regards,
Sonit
From India, Hyderabad
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Hi Sonit,
The most common approach to dealing with such individuals is for their manager or leader to have a one-on-one discussion with them and try to identify the root cause of the negative behavior. If the behavior stems from company policy or decisions, the best course of action is to provide them with an understanding from the organization's perspective. Behavioral training is also an option.
During these discussions, it should be made clear to these individuals what constitutes acceptable behavior and what does not, with a clear line drawn between the two. It should also be emphasized that while every individual is entitled to an opinion, at work, professional behavior is expected. They should be asked if there is any reasonable assistance that can be provided to them through the organization, and a plan for improvement should be outlined. If, after monitoring their behavior for a specified period, there is no evident change in the individual, then the manager, along with HR, needs to decide whether they want to continue accommodating such an individual.
Regards,
Prachi
From Australia, Melbourne
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The most common approach to dealing with such individuals is for their manager or leader to have a one-on-one discussion with them and try to identify the root cause of the negative behavior. If the behavior stems from company policy or decisions, the best course of action is to provide them with an understanding from the organization's perspective. Behavioral training is also an option.
During these discussions, it should be made clear to these individuals what constitutes acceptable behavior and what does not, with a clear line drawn between the two. It should also be emphasized that while every individual is entitled to an opinion, at work, professional behavior is expected. They should be asked if there is any reasonable assistance that can be provided to them through the organization, and a plan for improvement should be outlined. If, after monitoring their behavior for a specified period, there is no evident change in the individual, then the manager, along with HR, needs to decide whether they want to continue accommodating such an individual.
Regards,
Prachi
From Australia, Melbourne
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Hi all,
I too agree with the 1-1 discussion thing. Prepare a questionnaire where the person will answer questions like what he likes most about the job/company, what he feels is bad in the company/job, and what suggestions he would like to make to improve conditions. Before starting with these questions, ask about his family, etc., to make him feel at home. Also, if he has any problems at home that may come out, try to solve those problems or at least provide a helping hand.
After that, I agree with the behavioral training, and finally, if things do not work out fine, issue a warning and then terminate the person.
Cheers,
Amrita
From India, Delhi
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I too agree with the 1-1 discussion thing. Prepare a questionnaire where the person will answer questions like what he likes most about the job/company, what he feels is bad in the company/job, and what suggestions he would like to make to improve conditions. Before starting with these questions, ask about his family, etc., to make him feel at home. Also, if he has any problems at home that may come out, try to solve those problems or at least provide a helping hand.
After that, I agree with the behavioral training, and finally, if things do not work out fine, issue a warning and then terminate the person.
Cheers,
Amrita
From India, Delhi
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Hi,
A person who is critical of certain policies is not a bad apple. The person becomes a bad apple only when the management does not nip it in the bud. Such persons should be tackled head-on and informed that there is a very thin line dividing the criticism and going against the company. In case there are any differences of opinion, it should be sorted out in a positive manner by asking the person to give solutions to the points they criticize. At no moment in time can the person work against the company policies. This should not be tolerated, and strict action should be taken.
From India, Mumbai
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A person who is critical of certain policies is not a bad apple. The person becomes a bad apple only when the management does not nip it in the bud. Such persons should be tackled head-on and informed that there is a very thin line dividing the criticism and going against the company. In case there are any differences of opinion, it should be sorted out in a positive manner by asking the person to give solutions to the points they criticize. At no moment in time can the person work against the company policies. This should not be tolerated, and strict action should be taken.
From India, Mumbai
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One-off criticism should be ignored by and large. However, I would advise that you look for the frequency of the topic being criticized. If it recurs too often, then investigate further.
A survey should be carried out to figure out why the apple becomes bad. Without conducting a survey, you could also try to understand the situation from the employee's perspective, i.e., put yourself in his shoes and see if the criticism is justified.
If it is an issue of temperament, then conversations (as mentioned earlier) should be initiated either between the reporting manager or with the HR person. Importantly, try to avoid being biased by the viewpoint of the reporting manager; just accept the feedback as information to be verified.
Finally, don't make a decision in haste unless you can prove without a doubt (read as legal repercussion) that there has been some fraud or crime being committed.
Please understand that cautioning or warning the employee not to criticize will not be a helpful solution. It is worse if he goes out into the market and continues to criticize the organization - you will sow the wind and reap the whirlwind. Tackle the problem he has presented. If it is beyond your control and the employee makes no attempt to understand and accept this and continues his tirade, then please issue a warning letter, a show-cause notice, etc., as per legal requirements.
Hope this helps.
Ryan
Regards,
Ryan
From India, Mumbai
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A survey should be carried out to figure out why the apple becomes bad. Without conducting a survey, you could also try to understand the situation from the employee's perspective, i.e., put yourself in his shoes and see if the criticism is justified.
If it is an issue of temperament, then conversations (as mentioned earlier) should be initiated either between the reporting manager or with the HR person. Importantly, try to avoid being biased by the viewpoint of the reporting manager; just accept the feedback as information to be verified.
Finally, don't make a decision in haste unless you can prove without a doubt (read as legal repercussion) that there has been some fraud or crime being committed.
Please understand that cautioning or warning the employee not to criticize will not be a helpful solution. It is worse if he goes out into the market and continues to criticize the organization - you will sow the wind and reap the whirlwind. Tackle the problem he has presented. If it is beyond your control and the employee makes no attempt to understand and accept this and continues his tirade, then please issue a warning letter, a show-cause notice, etc., as per legal requirements.
Hope this helps.
Ryan
Regards,
Ryan
From India, Mumbai
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Dear Sonit,
I agree with Ryan's suggestion. I feel with the younger workforce available in the BPO and the varied backgrounds that each person comes from, it becomes difficult for some people to adjust. One-on-one discussions would help in understanding. Moreover, any issue could be tackled before it blows out of proportion. The supervisor may have to keep a portion of their time for addressing concerns and interacting with his junior colleagues. This would encourage team building too.
Regards,
From India, New Delhi
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I agree with Ryan's suggestion. I feel with the younger workforce available in the BPO and the varied backgrounds that each person comes from, it becomes difficult for some people to adjust. One-on-one discussions would help in understanding. Moreover, any issue could be tackled before it blows out of proportion. The supervisor may have to keep a portion of their time for addressing concerns and interacting with his junior colleagues. This would encourage team building too.
Regards,
From India, New Delhi
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