One BAD Apple

What to do When Your Top Performer is A BAD Apple?

By Sally Whitesell

President of sw Service Solutions for AutoSuccess Magazine 

 

We’ve all experienced it. You have a talented team that works well together, everyone clicks, and progress feels good, until there’s that one person. The one who cuts corners, shows up late, constantly complains, or simply doesn’t pull their weight.

It might seem harmless at first; after all, it’s just one bad apple in the bunch. But research shows that even one problematic employee can have a ripple effect that undermines the entire team’s performance, culture, and morale. Teams function on trust and balance. A study from Harvard Business School found that “toxic workers” cost organizations three times more than high-performing employees contribute.

 

Let’s break down the consequences of this behavior:

 

1. They Kill Morale

One of the fastest ways a negative employee affects a team is through morale. When coworkers see someone consistently ignoring policies and processes by doing it “their way” and getting away with it, it breeds resentment. The message becomes: rules and effort don’t matter here if you produce.

 

2. Negativity Spreads Like Wildfire

Research from Gallup shows that disengaged employees not only underperform but they also drag down their co-workers. We have all dealt with a chronic complainer. Every day they find something wrong. Too much work. Not enough work. “This will never work.” Over time, constant negativity wears out and silences productive employees, so creativity and motivation deteriorate. Why? Because negativity spreads faster than positivity, and disengagement is contagious. Frustration builds, productivity drops, and team spirit suffers.

 

3. Good People Walk Away

One of the most damaging consequences is turnover. When top performers feel their hard work is undermined or worse, ignored, while others get away with poor behavior, they start sending out resumes. Two of the main reasons people leave a job are poor relationships with co-workers and a lack of leadership. If you allow one person to create a toxic environment, both reasons exist.

 

4. Leaders Lose Focus

Managing a team requires energy, time, and strategy. When one person is constantly causing issues, leaders end up devoting their time and attention to “managing the problem” rather than developing the rest of the team. This creates a vicious cycle: employees get less support, and overall performance slips.

 

The Bigger Picture: Culture at Risk

The danger of tolerating bad behavior isn’t just losing productivity, it’s cultural erosion. Teams start to believe that it is acceptable. Standards lower. Accountability disappears. What was once a high-performing, motivated group can quickly turn into a disengaged, uninspired team.

Our goal should always be to correct the situation and change their attitude while improving performance. Coaching a struggling (or “bad”) employee can be challenging, but when done right, it often turns things around. Here’s a step-by-step approach:

 

1. Identify the Problem

• Separate behavior vs. performance issues.
• Use specific examples such as poor teamwork, negative attitude, coming in late, not following processes.
• Confirm whether it’s a lack of training, motivation issue, or behavior problem. If it is a lack of training, take responsibility and action.

 

2. Prepare for a Coaching Conversation

• Keep your tone calm, positive and professional.
• Choose a private, neutral setting.
• Enter with a coaching mindset (helping them improve, not threatening).

 

3. Have a Direct but Supportive Conversation

• Start with observations: “I’ve noticed that X has been happening.”
• Share the impact of their behavior: “This affects the team by…”
• Ask for their perspective, sometimes there are hidden causes like unclear expectations or personal issues.

 

4. Set Clear Expectations

• Define what good performance looks like.
• Be specific and clear. Consider putting them in writing and having your employee agree and sign.
• Explain why the standard matters to the team and company.

 

5. Create a Plan

• Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound).
• Outline resources (training, mentoring, job shadowing).
• Agree on milestones/checkpoints.

 

6. Provide Ongoing Feedback & Support

• Give regular, short check-ins instead of waiting for formal reviews.
• Recognize small improvements. The key is balancing accountability with support. Employees are more likely to improve when they feel their manager is invested in their success, not just pointing out failures.
• Correct issues at once, respectfully, and privately.

 

7. Hold Them Accountable

• Document progress (or lack of it). If they improve → reinforce and acknowledge growth. If they don’t → escalate to HR processes, which could include reassignment, demotion, or termination.

 

One bad employee doesn’t just affect themselves; they affect everyone. Problems must be addressed early and directly. Protecting the team is always more important than tolerating one toxic individual. A healthy team culture is worth far more than holding onto an employee who undermines it no matter how high their KPIs may be. If this employee does not want to improve, let them go! In my experience, everyone else will quickly pick up the slack and be happier, more productive and feel secure in their roles while even more committed to working for an organization that holds everyone to the same high standards!