The High Cost of Workplace Jerks and Office Bullies

Workplace jerks do their dirty work in all sorts of ways, ranging from
the subtle to the obnoxiously blatant. Whatever the tactic, workplace bullies pack an
emotional wallop, demeaning and de-energizing employees and customers
alike. 

Jerk-infested workplaces are more common than employers like to think
- or at least admit: Nearly 45% of U.S. workers have toiled for an
office bully, according to a recently released Employment Law Alliance
survey.  This is nearly double the number of workers (27 percent)
reported mistreatment by someone in the workplace in 2000 (The Nature,
Extent, and Impact of Emotional Abuse in the Workplace, Keashly and
Jagatic).  And in a 2003 study, 91 percent of nurses reported they
experienced verbal abuse.  As a result, 12 states are weighing
legislation to keep the statistic in check.

The most extreme and dangerous bullies are the subject of a new book,
"Snakes in Suits: When Psychopaths Go to Work."  Psychopaths!!! Many
of you will likely have the same reaction as I did when I picked up a
copy of new book: you're thinking serial killers and stalkers or
picturing Hannibal Lecter, Freddy Krueger, and Dr. No starring as the
boss.

Reality however paints a far different picture. Psychopathic behavior
is not illegal. It is not in fact even classified as a mental illness.
Psychopathy is a personality disorder and hiring managers today
unwittingly confuse its symptoms with successful work attributes.

For example, how many rising stars have you known who are driven,
ambitious, resilient, charming, articulate, intelligent, and
charismatic? Their mere presence disarms the most skeptical while
their supporters fawn and idolize them. Now remove the incapability of
empathy, guilt or loyalty to anyone but themselves and viola - you
have a psychopath.

In search for high-potential top talent, hiring managers see what they
want to see: candidates exuding "leadership" skills such as taking
charge, making decision, and getting others to do what you want. They
see innovation and risk taking, ignoring how far this individual is
willing to push the envelope. What they miss is the psychopath who has
deftly re-articulated his dysfunctional inclinations of coercion,
domination and manipulation into a socially acceptable package that
lasts long enough to get through the interview.   Authors Dr. Paul
Babiak and Dr. Robert D Hare in their "Snakes in Suits" book write,
"Failing to look closely beneath the outer trappings of stereotypical
leadership to the inner working of personality can sometimes lead to a
regrettable hiring decision."

In addition to turnover, lower productivity, absenteeism and even
higher rates of disability and stress-related illnesses, office
bullies can cost a company a lot of money.  In a recent article in the
McKinsey Quarterly (2007, Number 2) one company calculated the extra
costs (or TCJ = total cost of jerks) generated by a star salesperson -
that assistants he burned through, the overtime costs, the legal
costs, the anger management training and so on.  The extra cost of one
jerk for one year was $160,000.

One study, which included interviews with 30 people who had either
witnessed or experienced workplace bullying, indicated that 40 percent
of the targets left their organizations, while 30 percent of the
witnesses were planning on leaving their workplaces as a result of the
behavior. That survey, based on the direct and indirect experiences of
those interviewed, revealed that 244 employees left their positions
due to workplace bullying.

Employers committed to sustaining a civilized workplace have several
options.  First and foremost is the enforcement of a "no-jerks" rule.
Bullying behavior must be dealt with immediately.  Repeat offenders
aren't ignored or forgiven again and again.  Jerks must change
behavior or change employers.

Comments

[kcooper]

Another element with cost of employees is compliance training. Too often companies get caught by these same type of employees that haven't had the proper training (harassment, diversity, sensitivity, etc.) Here's a great new site that every HR should at least check out. It's Complycaster.com www.complycaster.com

[cartodd]

Great article. Fortunately help is available for some in the form of anger management. While anger management may not be appropriate for those with personality disorders. Those who display aggressive behavior even in high profile jobs like doctors, lawyers and business executives now have a form of executive coaching in many locations occurs the country. For more information on executive coaching for workplace bullies visit www.masteringanger.com

Carlos Todd, LPC,NCC, CAMF

President of the American Association of Anger Management Providers

www.aaamp.org
www.masteringanger.com