Issue link: http://psai.uberflip.com/i/1181388
W EEKLY EDITION NOVEMBER 6, 2019 J er ks At Wor k - An d Ho w T o De a l W ith T he m By Karleen Kos, PSAI Executive Director 4 : M ayb e th e y 'r e no t je r ks at all… Some of the people we perceive as jerks may simply not know that what they do annoys others. In a calm, constructive way, let these people know: • What they're doing • How it affects you • What change you would like to see in their behavior Then give them a chance to change. The only true je rks are those who refuse to receive input and remain jerks no matter how often or how well they're asked to change. If you are the company owner, you might also consider having a staff meeting and covering these points with your entire team. You set the tone for the work atmosphere at the firm. If you have had one or more jerks running amok, use this as an opportunity to re - set the bar. It will help morale and the bottom line. Co n clu s io n It makes good business sense for a company to lose the jerks on the ir team. It might be easy or it might be hard to do, but in the end it will pay off. If you hire for fit and attitude, and fire for jerkish behavior that is not in keeping with the sort of workplace you value, your bottom line and your morale will improve. Count on it. What's the downside of not hiring a jerk or letting them go if they can't or won't change? Well, you have to hire someone else. That takes time and a commitment to getting it right, but it's money well spent in the long run. The non - jerk employee will soon be contributing to the bottom line both directly in their jobs and indirectly in supporting a constructive and productive culture for the company. P AGE 17 CONTINUED ON PAGE 1 8