What happens when you have an organizational misfit? If that sounds a bit off, as in what the heck does that mean? It is a term I have come to use when I am looking at a team that has overly difficult personalities. I call that a misfit. The more I work with people, the more I see that a “bad apple” is more likely an unalignment than just a problem person. Sometimes, a person could be great on another team or in another company, the mistake is to make it about the person. If you’re not sure if you have one in your organization here are a few of the symptoms. Your staff seems annoyed about something, often Your hearing rumors You have someone on your team that seems overly nice to the boss or others close to the boss When confronted, these personalities will often deflect or blame others Full of excuses, defensive These types of people are often difficult for staff and management to deal with, but deal you must. When you keep someone like this on your team you degrade the value of all your other employees. This is particularly true if you have people on similar pay scales with similar responsibilities. A bad attitude grows and spreads like mold in a damp basement. Once it has crept into your culture it is difficult to eradicate and re-establish trust. Recently I was working with a client who had a long-time employee that was so difficult to work with it became the killer of a team. When I spoke to the team members individually it became clear that they had given up. I heard things like “we have all complained to management and it never changes. The behavior changes for a short time but then just goes back to the same old shit” Yes, that is a quote, sad right? Even worse, many in the company had been complaining for years but saw no action from the leaders. The impact of that choice polluted the entire administrative team. Staff believed that the problem was of more value than they were. The boss was effectively saying “it’s ok, you don’t have to be a good employee, just show up.” Rectifying this situation will literally lift the rest of that team out of the sluggish state they had become accustomed to. It is important to have an open dialogue with your staff, in a way that allows them to bring you issues without fear of repercussions. You must also be willing to have a clear path established for discipline where needed. This is not to say you have to facilitate every skirmish that comes up but having your team’s ear will tell you what situations to pay attention to as a leader. If you do set up that system to allow your door to be open and safe you will also have to commit the time to sort the complaints from the legitimate culture killers. It is true, one bad apple can spoil the bunch, the good news for you, it does not have too. We teach the tools needed to build and keep dedicated, loyal smart working teams Book your complimentary conversation to find out how we can help.