The Era of the Jerk Manager Is Over 5/30/18

https://www.jdsupra.com/legalnews/the-era-of-the-jerk-manager-is-over-17054/

Bruce’s Summary: First, interesting article and somewhat timely. A subject normally only talked about in the organizational halls but not publicly, even though everyone in the organization knows who it is. Who it is, has connections, who it is, has power, and who it is, does it publicly to others. On the other hand, if a Jerk Manager doesn’t have the above, they aren’t around very long, they do literally disappear from the organization rather quickly.
During my 35 plus years in industry, although few and far in-between, I ran across my share of Jerk Managers, Directors, Vice Presidents and Chief Executive Officers. They all had something in common, the lust for personal power and control. In every case, the individual was well known throughout the organization for such bad behavior. Once it was recognized that the organization (executive management) was more interested in letting the Jerk, regardless of management title, stay because of their positive impact on the bottom line, a strange thing began to happen, the best and brightest began leaving. In the past it was just easier to find another job and move on.
However, as the author rightfully shows today with easy access to social media there are even less secrets and the positive or negative political exposure is instant. For organizations, instant means very little time for damage control tactics and reputational coverage. It is truly in one’s face instantly and per the author, the #MeToo movement has shown how quickly the damage can occur.
Today, for those HR Professionals who are facing such challenges within their organization there is more than enough public data available to help HR do a cost analysis of potential liability in legal costs and reputational damage. Oh, yes and not to mention going back and showing the “Ice Berg Theory” of the real cost! When one adds in the drop in morale, loss in productivity, bad social media public relations and turnover, etc. the underlying costs can really skyrocket. Yes, HR it is your time to help your senior executive staff and/or board realize the long-term positive costs is getting rid of the Jerk Manager and the author gives some good examples of how to do just that. “None of the information contained herein should be construed as legal advice, nor are Calvin Associates consultants engaged to offer legal advice. If there is a need for legal advice, please contact and seek the advice of independent legal counsel.” www.calvin-associates.com

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