“No Jerks Allowed”

So much has been said about the culture of an organization, but what does that mean? Gotham Culture defines organizational culture as “the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.” It is the spoken and unspoken rules that determine the behaviors which are expected from all employees. While conducting my research of Great Places to Work, Doctor’s Hospital of Sarasota has a “No Jerks Rule!” Doctors Hospital of Sarasota which has been named one of the 150 Great Places to Work in Healthcare for the sixth year in a row by Becker’s Hospital Review, and employees are clearly instructed to treat others as they would like to be treated and calls it their “No Jerk Rule.”. The payoff is “We continue to be recognized as a great place to work due to our continuous efforts to ensure a positive workplace environment, and due to the high level of engagement of our staff,” said Bob Meade, President and Chief Executive Officer.”

Perceptive workplaces consider how the person will fit into the organization as much as the skillset of a candidate. They understand that a resume will get you hired but it is their interpersonal skills and communication skills that get a person fired! Working collaboratively is an important characteristic as well as dealing with customers and they understand cultural fit is of utmost importance! It means a candidate with high Emotional Intelligence can be taught skills but a person with low Emotional intelligence can be a liability no matter their skills. One disruptive personality can raise havoc on the trust within an organization and effect how communication takes place. Protecting your culture with a “No Jerks Rule,” can go along way toward creating a high functioning workplace.

To create a place where productivity, engagement and morale are high takes planning. There are numerous ways to vet out a person’s personality during the interview process.

See if there are any red flags:

• Interview: Does the person talk badly about a previous boss or position. Does he or she sound like a victim? Do they focus a great deal on compensation instead of what he or she can bring to the organization? What does the way in which he or she communicates tell you?
• Social Media: What does their social media platforms say about them?
• Questions: Make sure you have some questions that the person cannot prepare and have all the answers for and see how he or she responds.
• Confidence: You want someone who is confident, but arrogance is another issue. Find ways to see if he or she is open to learning or feel like they have all the answers. This can be a detriment to becoming a team player.

By taking time to understand how a person will fit in your organization, you can minimize problems before they occur, and create the kind of organization where people choose to stay.