The 'Bad Apple' Hire

I had an interaction with a manager recently about a recent employee she hired. Within 30 days of hiring her, there was a complete personality change. With full intentions of picking the best candidate for the job, where did she go wrong? The truth is, some people present very well during interviews, and the early days of working. Somewhere along the line, there is a personality change that creates tension and disruption in work environment. Many of these problematic employees struggle with self-awareness, they are unaware how their behaviors negatively affect those around them. There is an inability to notice social cues, emotional responses, and boundaries in place. Some of these employees may have a clinical history of a personality disorder diagnosis which affects their interpersonal relationships with others, difficulty managing emotions and accepting feedback, or recognizing the consequences of their actions.

If you have an employee with these behaviors, here are 5 ways to manage them

1. Address the issue early by setting expectations for professional behavior. It is best to address the issue directly discussing what behaviors are inappropriate and what needs to change.
2. Provide feedback that appears constructive. For example, instead of saying, “You’re being difficult,” try: “When you interrupt others, it makes them feel unheard and creates tension, what can be done?”
3. Keep written documentation of all incidents, discussions, and feedback given. This supports a write up or a termination if necessary.
4. Offer Professional Development. Some employees may improve with emotional intelligence training, communication, or conflict resolution coaching, 
5. Behavioral contract can be used to set expectations, agreed-upon consequences, and a timeline for improvement.

5 Ways an employer can reduce the risk of this employee during the hiring process.

1.  Ask interviewee how they’ve handled conflict in the past. Look for signs of emotional intelligence, accountability, and self-awareness in their responses.
2.  Pre-hire assessments like DISC, or emotional intelligence tests can help signal a interviewee’s ability to interact well with others even if they tell you differently.
3.  When there is a reference check, don’t just ask if they were a good worker, ask how they handled conflict, received feedback, and worked with others.
4. Have current employees interview the candidate to get a well-rounded perspective on their personality and workplace behavior.
5. Consider probationary periods or short-term contracts to get an idea of real workplace behavior before making a long-term commitment.

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