The No Asshole Rule

After talking to the alleged asshole, does the "target" feel oppressed, humiliated, de-energized, or belittled by the person? In particular, does the target feel worse about him or herself? Two-part test.

After talking to the alleged asshole, does the "target" feel oppressed, humiliated, de-energized, or belittled by the person? In particular, does the target feel worse about him or herself? Two-part test. To identify workplace assholes, apply a two-part test: Does the person leave others feeling demeaned, de-energized, or belittled after interactions? Does the person aim their venom at those with less power rather than those with more power? Common behaviors. Assholes typically engage in a "dirty dozen" of actions: Personal insults Invading personal territory Uninvited physical contact Threats and intimidation Sarcastic jokes and teasing Withering email flames Status slaps Public shaming Rude interruptions Two-faced attacks Dirty looks Treating people as invisible Temporary vs. certified. Distinguish between temporary assholes (occasional bad behavior) and certified assholes (persistent pattern of demeaning others). Most people act like assholes occasionally, but certified assholes consistently leave a trail of victims feeling worse about themselves.

The difference between how a person treats the powerless versus the powerful is as good a measure of human character as I know. Damage to victims. Assholes inflict significant harm on their targets: Reduced job satisfaction and productivity Increased stress, anxiety, and depression Physical health problems Diminished creativity and problem-solving abilities Higher turnover rates Organizational costs. The presence of assholes negatively impacts the entire workplace: Lower overall productivity and quality of work Increased absenteeism and turnover Higher recruitment and training costs Damaged company reputation Potential legal liabilities Ripple effects. The impact extends beyond direct victims: Witnesses and bystanders experience increased stress Colleagues become less cooperative and more fearful Organizational culture becomes toxic and fear-based Even assholes themselves may suffer career setbacks and reputational damage To quantify these impacts, organizations can calculate their "Total Cost of Assholes" (TCA) by estimating expenses related to turnover, lost productivity, legal issues, and other asshole-related problems.

Having all the right business philosophies and management practices to support the no asshole rule is meaningless unless you treat the person right in front of you, right now, in the right way. Establish the rule. Clearly communicate and formalize a "No Asshole Rule" in your organization: Include it in company values and policies Discuss it during hiring and onboarding processes Make it a factor in performance evaluations and promotion decisions Enforce consistently. Take action to uphold the rule: Screen out potential assholes during hiring Provide feedback and coaching to reform temporary assholes Remove persistent offenders, even if they are high performers Apply the rule to customers and clients, not just employees Lead by example. Leadership must model respectful behavior:…