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Bad Apples: How to Manage Difficult Employees, Encourage Good Ones to Stay, and Boost Productivity

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Unlike other career books, this book offers managers a team-focused approach to neutralizing a not-so-pleasant—or productive—working atmosphere. Instead of isolating the one problem employee, relevant teams are considered as part of the solution. The result? Solutions stick and there's less likelihood of the bad apple ruining the bunch. Complete with situational advice and Unlike other career books, this book offers managers a team-focused approach to neutralizing a not-so-pleasant—or productive—working atmosphere. Instead of isolating the one problem employee, relevant teams are considered as part of the solution. The result? Solutions stick and there's less likelihood of the bad apple ruining the bunch. Complete with situational advice and case studies taken straight from the trenches, this simple and straightforward guide teaches managers how to: Calm down combatants Motivate wasters Silence gossips De-arm backstabbers Convince passive-aggressives to open up Teach narcissists the importance of the team This book helps managers decide what the right course of action is—whether it means chastising negative behavior, encouraging positive outlooks, separating certain folks, creating teams for success, giving employees warnings, and/or firing the ones who are pretty much rotten through and through. This book is essential reading for any manager looking to ensure a pleasant, productive—and fruitful—work environment.


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Unlike other career books, this book offers managers a team-focused approach to neutralizing a not-so-pleasant—or productive—working atmosphere. Instead of isolating the one problem employee, relevant teams are considered as part of the solution. The result? Solutions stick and there's less likelihood of the bad apple ruining the bunch. Complete with situational advice and Unlike other career books, this book offers managers a team-focused approach to neutralizing a not-so-pleasant—or productive—working atmosphere. Instead of isolating the one problem employee, relevant teams are considered as part of the solution. The result? Solutions stick and there's less likelihood of the bad apple ruining the bunch. Complete with situational advice and case studies taken straight from the trenches, this simple and straightforward guide teaches managers how to: Calm down combatants Motivate wasters Silence gossips De-arm backstabbers Convince passive-aggressives to open up Teach narcissists the importance of the team This book helps managers decide what the right course of action is—whether it means chastising negative behavior, encouraging positive outlooks, separating certain folks, creating teams for success, giving employees warnings, and/or firing the ones who are pretty much rotten through and through. This book is essential reading for any manager looking to ensure a pleasant, productive—and fruitful—work environment.

30 review for Bad Apples: How to Manage Difficult Employees, Encourage Good Ones to Stay, and Boost Productivity

  1. 4 out of 5

    Anand Kumar

    Just finished reading “Bad Apples: How to Manage Difficult Employees, Encourage Good Ones to Stay, and Boost Productivity” by Terrance Sember and Brette Sember We’ve all worked with employees who weren’t always the best and the brightest, but a bad apple is someone who is especially difficult, troublesome, or hard to work with. Before you were a manager, working with these kinds of people made your life hard, but now you have to manage, control, motivate, and guide that person for the benefit the Just finished reading “Bad Apples: How to Manage Difficult Employees, Encourage Good Ones to Stay, and Boost Productivity” by Terrance Sember and Brette Sember We’ve all worked with employees who weren’t always the best and the brightest, but a bad apple is someone who is especially difficult, troublesome, or hard to work with. Before you were a manager, working with these kinds of people made your life hard, but now you have to manage, control, motivate, and guide that person for the benefit the organization —and deal with any fallout that person causes within your team. This can be challenging for even the most experienced manager, but there are definitely ways to do so without losing our sanity. A bad apple doesn’t have to mean that your team or professional future is down the drain. The objective of this book is to understand Firing is not the solution for all the bad apple behaviors, Terrance has divided book into 3 logical sections where In first section “About Bad Apples” introduces: What are Bad apples and Good apples in context of teams. It’s surprise that most of the cases we call all the bad apples as “not a good team player”, but it’s good to differentiate what exactly they are from the list - blabber mouth, backstabber, passive-aggressive, waster, Narcissist, The liar, Lazy bones, combatants, poisoner , The buly, The slob, Thief, whiner, Incompetent etc.. There could be bad apples out of our teams who can impact us or our team as well. In the second section “Problem Solving Techniques” author talks more about techniques to use for motivating bad apples to become good apples, traits dealing with personality conflicts, cultivating conflict resolution skills, Importance of discipline in teams and worst technique on how to handle Firing Bad apples. Couple of such suggestions : - Demonstrating benefits of being Good Apple: Compliments and public recognition (including things like certificates, “employee of the month,” or small prizes), Promotions, Merit raises etc - Dealing with responses - Effective Conversations In recent past I’ve used the techniques mentioned in this book for couple of problems I’ve in team and seeing a positive results, though there’s more to work before I conclude as “resolved” Last section which is short but very important too is all about “Fend off future Bad Apples” author talks on how to create an environment that not only discourages Bad apples but also encourages Good apples with a positive work environment. Few of the suggestions include suggestions related to sort of workplace as well. In the last author also suggested on points need to consider for interviews and what all needs to observe and what authority has to show in this process. What separates good managers from bad is not how they act when things are going smoothly, but rather how they respond to difficult situations. Make a difference today! Overall it’s a good book which will help you to Manage difficult employees. Happy Reading!! #TerranceSember @TerranceSember

  2. 4 out of 5

    David Ehlers

    A Great read - info on hoe best to select a course of action for someone who is negatively impacting the team; also provides insight into encouraging your best for continued productivity.

  3. 4 out of 5

    Tammy Goodwin

    This book is rotten.

  4. 4 out of 5

    Jill

  5. 5 out of 5

    Deon Bent

  6. 4 out of 5

    Kaelin Muse mba

  7. 5 out of 5

    Jennifer

  8. 5 out of 5

    IngridSuperStar

  9. 4 out of 5

    Janne Jääskeläinen

  10. 4 out of 5

    Kisholi

  11. 4 out of 5

    jon pants

  12. 4 out of 5

    Roberta

  13. 4 out of 5

    Zeynep Sever

  14. 4 out of 5

    Kaelin Muse

  15. 4 out of 5

    Sylvie Di

  16. 4 out of 5

    Brenda

  17. 4 out of 5

    Nicki

  18. 4 out of 5

    Douglas Dycus

  19. 5 out of 5

    Brette Sember

  20. 4 out of 5

    rosie the reader

  21. 4 out of 5

    Lorri

  22. 4 out of 5

    Michelle

  23. 5 out of 5

    John

  24. 4 out of 5

    Dr.K. Murat Eksioglu

  25. 4 out of 5

    Sammy

  26. 5 out of 5

    Courtney

  27. 5 out of 5

    Mohamed Mounir

  28. 5 out of 5

    Kesavan Hariharasubramanian

  29. 4 out of 5

    Victoria

  30. 4 out of 5

    Azri Asmon

    The simplest way to identify a bad employee is to determine if he negatively affects the company's bottom line. The simplest way to identify a bad employee is to determine if he negatively affects the company's bottom line.

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