John Philips builds on a post by Michael Maslanka, a partner in the Dallas office of Ford & Harrison and the editor of the Texas Employment Law Letter titled “No Jerks Allowed.”  John offers some higlights and advice on dealing with jerks (and avoiding being a jerk yourself!):

All organizations employ jerks, so we all have to deal with them.  If we fall into the jerk category, then other employees have to deal with us.  Dealing with jerks takes a lot of time away from doing what an employee is supposed to be doing.

* * *

Whenever possible, in order to avoid jerkdom, deal directly in person with subordinates, peers, and superiors.  Curtail email and telephone communication as much as possible.  It’s easier to be a jerk via the computer or telephone (especially using voicemail).  Encourage–then require if necessary–the people you supervise to manage face-to-face.  When email or the telephone is necessary, make sure your employees are using proper etiquette.  If they don’t know what that means, teach them.

From an employment law standpoint, a jerk is much more likely to engage in bullying and unlawful harassment.  Keep a jerk around long enough, and he/she will get you sued.

* * *

And here’s the tip.  Don’t hire jerks.  When you do, try to convert them to civility.  If that doesn’t work, fire them.  You’ll have a better workplace.  Your workplace problems will be less likely to become employment law problems.    

To read the rest of The Jerk Problem–Tip of the Week . . .

All too often, we excuse other people's behaviour because they are good at the technical aspects of their job.  These articles highlight the fact that there are other ramifications to putting up with jerks in the workplace.