Last Thursday, as part of the Jerks @ Work series, we discussed 5 types of office jerks and how to deal with them. Today, I’m going to discuss how you, as the boss or line manager, can reduce or even eliminate jerky behaviour, followed by 5 more types of jerks in the office.
How Can You, As the Boss, Create A Jerk-free Office
In his book ‘The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn’t’ Robert Suton, a Stanford professor, indicates that Jerks at Work can have a devastating impact on the efficiency of the organisation. He argues that jerks amongst others:
- Distract team members from task and reduce productivity
- Reduce psychological safety, more fear, less creativity
- Cause loss of motivation and energy
- Contribute to absenteeism
- May cause high turnover
- Have reduced focus on strategically important goals
While on the flip side, as a boss and manager, you need to actively spend time on the following team-building tasks:
- Appeasing, calming, counseling or disciplining
- Calming/relaxing employees
- Managing dissatisfied customers, suppliers and other key outsiders
- Reorganizing teams and departments
- Managing your own burnout and stress
How can you perform these tasks with jerks disrupting the office environment? What can you do as a boss to create a Jerk-free team? My suggestions would be that you:
1. Discuss your Company Values
I am pretty sure that your company values don’t allow jerks to flourish. Make sure you and your team discuss your company values regularly and highlight examples of jerk behaviour (without pointing fingers!) that do not fit the company values. Make sure that your team understands that you won’t tolerate behaviour that goes against your espoused values.
2. Know Who The Jerk Is
Know what is happening, who is behaving like a jerk and be aware of the impact it has on the team. Treat them as incompetent employees and in no manner give them more power as it will breed only bigger jerks or let them be included in the recruitment process since jerks will hire other jerks.
3. Model and Teach Constructive Confrontation
Jerks have a really negative impact on the productivity of the team and yourself. Intervene when you notice behaviour that is counter-productive to the team. Engage the jerk and make clear what behaviour is not acceptable, how they should change and the consequence of continuing this behaviour. Role model this behaviour so others know how to counter and argue respectfully.
4. Get Rid of Jerks
If after numerous interventions, complains from others and a noticeable drop in the productivity of your team, take the call to get rid of the jerk, no matter how valuable he is, or how much money he brings in. In the long term his behaviour will have a negative impact and its better to bite the bullet sooner rather than later. If you can’t get rid of him (for example in the Middle East it is not allowed to fire a local national) then make sure that you use the jerk as an example of how not to behave!
How to Deal with 5 More Types of Jerks at Work:
6. How to Deal with The Political Jerk
This type of jerk only focuses on their own personal agenda, is manipulative, conniving and understands the organizational dynamic and power plays.
As an employee spend more time listening then talking, whatever you say can come back and bite you, avoid at any time discussion people or situations that can be taken out of context, understand the informal networks at work and how influence flows. Neutralise the negative power play by understanding people and their motivations behind such behaviour. Be smart and careful around these jerks.
As a boss make sure you know who they are and how they play the game. Known whom they connect with in the organisation and build your own personal relations with these individuals. Expose and confront the jerk face-2-face when you know he is playing his political games.
7. How to Deal with The Kiss A** Jerk
This type of jerk praises you ‘into the grave’ is driving personal agenda and more often than not doubtful about their own competence.
As an employee don’t get swayed by the fake compliments, know what the person is doing and showcase your abilities and drive attention away from the jerk. Try to build a strong relation to the level that you are able to ‘call his bluff’ and extend your support in the area that the jerk is not confident in.
As a boss recognise the praise for what it is, either to drive a specific personal agenda or to mask own self confidence. Based on the motives, help and steer the jerk away from this behaviour.
8. How to Deal with The Self-Centered Jerk
This type of jerk is defensive, egoistic with little or no regards for others, displays no empathy and is generally selfish.
As an employee don’t be the jerks door mat and have clear boundaries with them. Stay true to your own values and be continue to be sincere Stay objective and don’t get caught up in their all knowing attitude and give yourself a reality check on facts and goals. Know that a certain amount of selfishness is healthy for both.
As a boss give the jerk the opportunity to help and support others. Make sure he knows that he is being assessed and his future career growth will depend as much on his ability to personally deliver results also on his abilities to work with teams and get the best out of colleagues.
9. How to Deal with the Look-Busy-Do-Nothing Jerk
This type of jerk is a typical loafer, pretends to be all engrossed but never delivering anything, waste times and resources and doesn’t do anything.
As an employee don’t let their frivolousness affect your attitude and don’t tattle yourself. Confront the jerk how they’re slacking behaviour is affecting team performance. If possible don’t take on projects that require these slackers to work a full capacity.
As a boss give them more work than they can handle and hold them accountable. Make sure they can’t get away with excuses for not delivering.
10. How to Deal with The Fanatic Jerk
This type of jerk is very judgmental, constantly shares and sometimes even forces his / her ‘out-of-the-center’ ideas on others.
As an employee ignore these jerks and let them you find their behaviour offensive. Kill them with kindness and try to understand where their behaviour is stemming from and don’t take them seriously.
As a boss preach tolerance and allow people to agree to disagree. Call out the jerks behaviour if he tries to impose his world views on his colleagues and make sure he understands that you have zero tolerance for this.
Next week, Thursday, I will cover the last 5 Jerks @ Work and what you HR can do to create a Jerk Free Office. Do subscribe if you want to stay updated on the rest of the Jerk @ Work series.
Image credit: pickywallpapers.com
[…] maximise the performance of the individual, team and the organisation. As jerks have got a significant negative impact on the productivity of the company, HR should be all over them. Human Resources needs to do the […]