Dear Folks,
Hope you are doing good. The subject line might seem to be very odd but its a very serious issue especially in the BPO industry where the major chunk of employees are the young people between the age group of 18-27.
Now the Bad Apple refers to a person who has a different approach towards things, say a person who is a critic, or to be more specific a person who is very cynical of everything around him/her.
These people carry a sadist attitude into the company and right from their joining they start their job of Fault finding and spread it to the others.
These people make the good things look bad and if there are some genuine issues, they make it into a big problem.
Now the discussion is about how are we as HR professionals supposed to identify and handle such people???
Since I have initiated this discussion, I would like to contribute my idea, which I've got from a colleague of mine: "We can identify the bad apple with the help of a feedback from the trainer and fix the issue at the outset"
This feedback has to be with the help of a questionnaire [though I still don't have the questionnaire as I am trying to work on it]
Now I would like you all to discuss and pour in your ideas in handling the Bad Apple so that we can resolve this seemingly big issue at the outset!
Thanks and Regards,
Sonit
From India, Hyderabad
9Hope you are doing good. The subject line might seem to be very odd but its a very serious issue especially in the BPO industry where the major chunk of employees are the young people between the age group of 18-27.
Now the Bad Apple refers to a person who has a different approach towards things, say a person who is a critic, or to be more specific a person who is very cynical of everything around him/her.
These people carry a sadist attitude into the company and right from their joining they start their job of Fault finding and spread it to the others.
These people make the good things look bad and if there are some genuine issues, they make it into a big problem.
Now the discussion is about how are we as HR professionals supposed to identify and handle such people???
Since I have initiated this discussion, I would like to contribute my idea, which I've got from a colleague of mine: "We can identify the bad apple with the help of a feedback from the trainer and fix the issue at the outset"
This feedback has to be with the help of a questionnaire [though I still don't have the questionnaire as I am trying to work on it]
Now I would like you all to discuss and pour in your ideas in handling the Bad Apple so that we can resolve this seemingly big issue at the outset!
Thanks and Regards,
Sonit
From India, Hyderabad
Hi Sonit
The most common approach to such individuals is for their manager/ leader to have a 1-1 discussion with them and try and identify root cause of the negative behaviour. If it is a result of company policy or decisions then the best way is to give them an understanding from the organisation's point of view. Behavioural training is another option.
However in these discussions it should be made clear to these individuals, what is acceptable behaviour & what is not anda a clear line drawn between to two. I should also be made clear that every individual is entitled to an opinion, however while at work, the expectation of a professional behaviour. They should be asked if there is any reasonable assistance that be given to them through the organisation and a plan of improvement laid out. If after monitoring their behaviour for the specified time period there is no evident change in the individual, they the manager along with HR need to decide if they want to continue carrying the baggage of such an individual any further.
Regards
Prachi
From Australia, Melbourne
The most common approach to such individuals is for their manager/ leader to have a 1-1 discussion with them and try and identify root cause of the negative behaviour. If it is a result of company policy or decisions then the best way is to give them an understanding from the organisation's point of view. Behavioural training is another option.
However in these discussions it should be made clear to these individuals, what is acceptable behaviour & what is not anda a clear line drawn between to two. I should also be made clear that every individual is entitled to an opinion, however while at work, the expectation of a professional behaviour. They should be asked if there is any reasonable assistance that be given to them through the organisation and a plan of improvement laid out. If after monitoring their behaviour for the specified time period there is no evident change in the individual, they the manager along with HR need to decide if they want to continue carrying the baggage of such an individual any further.
Regards
Prachi
From Australia, Melbourne
hi all
i too agree with the 1-1 discussion thing.prepare a questionaire where the person will answer questions like what he likes most about job/company, what he feels is bad in co./job,what suggestions will he like to put in to improve conditions.before startng wid these questions ask about his family,etc to make him feel at home.also if he has any problem at home that may come out.try to solve those problems or atlst provide a helping hand.
after that i agree with the behavioral training and finaly if things do not work out fine,issue a warning and then terminate the person.
cheers
amrita
From India, Delhi
i too agree with the 1-1 discussion thing.prepare a questionaire where the person will answer questions like what he likes most about job/company, what he feels is bad in co./job,what suggestions will he like to put in to improve conditions.before startng wid these questions ask about his family,etc to make him feel at home.also if he has any problem at home that may come out.try to solve those problems or atlst provide a helping hand.
after that i agree with the behavioral training and finaly if things do not work out fine,issue a warning and then terminate the person.
cheers
amrita
From India, Delhi
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, Incase there are any difference of opinion it should be sorted out in a positive manner by asking the person to give solutions on the point they critcize. At no moment of time can the person work against the company policies. This should not be tolerated and strict action should be taken.
From India, Mumbai
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, Incase there are any difference of opinion it should be sorted out in a positive manner by asking the person to give solutions on the point they critcize. At no moment of time can the person work against the company policies. This should not be tolerated and strict action should be taken.
From India, Mumbai
One off criticism should be ignored by and large. However, would advise that you look for frequency of topic being criticised. If recurring too often, then investigate further.
A survey should be carried out to figure out why the apple becomes bad. Without doing 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) either between the reporting manager, or with the HR person should be initiated. Importantly, try and avoid being biased by the viewpoint of the reporting manager... just accept the feedback as information to be verified.
Finally, don't take a decision in a hurry, unless you can prove without doubt (read as legal repurcussion) that there has been some fraud / 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 criticise the organization - you will sow the wind and reap the whirlwind. Tackle the problem he has presented, if beyond your control, and the employee makes to attempt to understand and accept this, and continues his tirade, then please issue warning letter, a show cause notice, etc. as per legal requirements.
Hope this helps
Ryan
Regards
Ryan
From India, Mumbai
A survey should be carried out to figure out why the apple becomes bad. Without doing 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) either between the reporting manager, or with the HR person should be initiated. Importantly, try and avoid being biased by the viewpoint of the reporting manager... just accept the feedback as information to be verified.
Finally, don't take a decision in a hurry, unless you can prove without doubt (read as legal repurcussion) that there has been some fraud / 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 criticise the organization - you will sow the wind and reap the whirlwind. Tackle the problem he has presented, if beyond your control, and the employee makes to attempt to understand and accept this, and continues his tirade, then please issue warning letter, a show cause notice, etc. as per legal requirements.
Hope this helps
Ryan
Regards
Ryan
From India, Mumbai
Dear Sonit,
I agree with Ryan's suggestion.
I feel with the younger workforce available in the BPO and the varied background that each person comes from, it becomes difficult for some people to adjust.
On-to-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 the concerns / interacting with his junior colleagues. This would encourage in team building too.
Regards,
From India, New Delhi
I agree with Ryan's suggestion.
I feel with the younger workforce available in the BPO and the varied background that each person comes from, it becomes difficult for some people to adjust.
On-to-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 the concerns / interacting with his junior colleagues. This would encourage in team building too.
Regards,
From India, New Delhi
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