Problematic organizations often have at their root problematic employees.  Some organizations put up with substandard performance with the hope that the individual might improve, or that they may be transferred to another department or better yet to another division, or that the individual might on their own make a decision to leave.  Many leaders and managers state that they are afraid to take immediate and definitive action on individuals with performance problems for fear of agency charges or wrongful termination litigation.  The real root of the problem is the leader or manager’s fear of having to confront substandard performance and as a result, they would rather not deal with it in hopes that it will take care of itself.  What often results is prolonged or increased poor performance and the perception of observers that the supervisor or company allows substandard performance to exist while not taking action.  In some instances, this lack of action frequently results in loss of trust and confidence in leadership on the part of outstanding performers and in the worst case, turnover.