No Jerks Rule

While researching “Great Places to Work,” I traveled to Sarasota Florida to determine why Doctor’s Hospital of Sarasota had been named to the 150 Great Places to Work for six years in a row. While speaking with Theresa Levering, VP of Human Resources she focused on how their people were treated. She said, “the CEO of the hospital has a “No Jerks Rule” to clearly identify the behavior expected from all employees.” The payoff is that the hospital continues to be recognized as a great place to work due to their continuous efforts to ensure a positive workplace environment and the high level of engagement of their staff.

Turnover is so costly, what are some of the ways a leader can communicate desired behaviors to not only attract but retain key people? So, what is it a person may do that comes off as a jerk?

• They make people feel bad and if you ask many employees, they will point at the same person
• They may treat everyone badly but often target those in subordinate positions

Sometimes they are customers, co-workers, or bosses but regardless of who they are they have a negative influence on others around them and the culture as well. The “jerks” are those toxic individuals who are rude, temperamental, or demanding, and make work more difficult.

What needs to be done? It is up to leadership to create a safe, civilized environment in which people enjoy coming to work. Leaders must define the observable and tangible behaviors and set them up as ground rules then hold people accountable. Consistency must be organization wide and all leaders must be a role model. When a “jerk” is identified, they need to address the behavior immediately. Leaders must train their people to have difficult conversations to address these behaviors in a nonjudgmental manner. By doing this your people will thrive and your bottom line will reflect it!