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Stanley Lee From my understanding, recruitment of new employees/teammates are based on the mix of competency and likability. This article from HBS (http://bit.ly/fqIDt) was brought up on BC a while ago. People tend to want to be with a more likable co-worker (albeit less competent) than with a star performer who acts like a jerk. Do you see anything fishy about this typical choice from common sense? It would be great to hear from you as I would like to use some opinions for my blog entry about it. Thanks.

98 weeks ago from Ask Penelope Trunk!, Human Resources and Inspiring Leadership1 more

Penelope Trunk: I absolutely love this article, and the research has been proven out many times since then. For example, in Bob Sutton's book, the No Asshole ...MoreI absolutely love this article, and the research has been proven out many times since then. For example, in Bob Sutton's book, the No Asshole Rule, and the British Olympic crew team determined that you get a faster boat if you have slower rowers who get along with the rest of the people in the boat than the fastest rowers who are not likable.
98 weeks ago
Stanley Lee: Thanks for the note on the example. I do look forward to reading the book, although I'm fairly swamped with things at the moment. Logical example ...MoreThanks for the note on the example. I do look forward to reading the book, although I'm fairly swamped with things at the moment. Logical example for my upcoming post.
98 weeks ago
: I liked this article too Stanley. Jerks and unlikeable people probably make the workplace unproductive and discordant, so they can affect the ...MoreI liked this article too Stanley. Jerks and unlikeable people probably make the workplace unproductive and discordant, so they can affect the whole organisation. A lot more can be achieved when people work together. Perhaps that is where face to face interviews are useful for weeding out the jerks in the shortlist. (one hopes anyhow). I would like to know how you get rid of a competent jerk if they are making everyone unhappy? My guess is that it would be a lot more difficult than getting rid of someone who is likeable but incompetent. I left an organisation with two very difficult employees and even after an intervention with a skilled mediator they are both still there 5 years later wreaking havoc. Perhaps competent likeable staff move on if nothing is done about the jerks. I'm looking forward to your post.
98 weeks ago
Stanley Lee: The jerk could act very friendly in the interviews, which doesn't do much to weed out the jerks. A competent jerk is hard to get rid of, but with ...MoreThe jerk could act very friendly in the interviews, which doesn't do much to weed out the jerks. A competent jerk is hard to get rid of, but with effort, steps can be taken to solve the problem (although your situation sounds very bad to the point where it can destroy an organization).
98 weeks ago
Nidal: Thats a catch 22, Do you go with someone you like but who isnt great, or someone you dont like but is the best in their field.
its all about ...MoreThats a catch 22, Do you go with someone you like but who isnt great, or someone you dont like but is the best in their field.
its all about timing in my opinion. If im recruiting id prefer to have somone who i and my team would go along with, this makes things more productive. after all, Were all in there for a purpose and if that person is causing conflict in the team then that hinders us from achieving our purpose.

so back to timing, If im recruiting somone for the short term(1 year or less) in a contract position then if that person is a jerk it is ok. but if its for a loooong time, then preferably that person is likeable, gets allong good with the team and is capable of doing a decent job, not the best job. You have to be selfinsh in the case of a startup and look for its interest and those inside it. You cant afford to damage from the inside, there is too much to worry about outside. cover your back with legal documentation with an exit clause.

just my 2 or 5 cents.
98 weeks ago
Penelope Trunk: I think a pretty reliable way to spot someone who doesn't get along with other people at work is to look at the work history. Someone who goes ...MoreI think a pretty reliable way to spot someone who doesn't get along with other people at work is to look at the work history. Someone who goes from job to job without accomplishing much is probably someone who had to leave the job before they were ready. Which means they were probably pushed out for not getting along with others. If it happens once, okay, bad luck. But time after time is not a good sign. This is not to say that job hopping is not good. I think job hopping is great, but only leave after you have accomplished something and shown people that you are valuable wherever you go. Otherwise, you show you are not.
98 weeks ago
Stanley Lee: Job hopping sometimes brings a problem in this situation in my opinion: leaving a job (repeatedly over time) before the accomplishments really ...MoreJob hopping sometimes brings a problem in this situation in my opinion: leaving a job (repeatedly over time) before the accomplishments really show up benefiting the organization during the tenure, even though the person thinks he/she is ready to move on. What do you think about this case?
98 weeks ago
Nidal: I am personaly in favor of Moving on, i believe sticking in one place for a long time reduces opportunities and development. there is allot to ...MoreI am personaly in favor of Moving on, i believe sticking in one place for a long time reduces opportunities and development. there is allot to learn from other companies, industries, fields. as long as you have a clear purpose for your hopping... not just for the sake of change.
I realize that companies dont like that very much, yet this will be the fact in the coming years with the growing number of millennials entring the workforce and moving through the ladders.
Companies will have to adapt to that fact.
98 weeks ago
Katelyn Daley: I can't help but think of an organization full of "likeable" people lacking competence, how far will that organization really go? I agree with ...MoreI can't help but think of an organization full of "likeable" people lacking competence, how far will that organization really go? I agree with Nidal in that this is a catch-22. Someone who is too much of a jerk can be a detriment to an organization; however, I don’t agree with the trend that people are choosing likability over competence. Either extreme (likeable with no competence or star with no social skills) would be workplace poison, so it seems as if we have to find those who fit in-between. In a perfect world, if everyone were competent and adequately performed his/her job duties, the “competent jerks” would be a concept of the future. I have to think that people would be more pleasant to work with if those around them were also competent. It is often disheartening that coworkers are skating by solely on their likeability, especially when the “competent” workers are given more duties to pick up the slack for those who do not adequately perform. However, being frustrated with coworkers should not be license to be unbearable to work with.

Perhaps effective recruiting branding could remedy (or at least diffuse) this situation. If applicants have a good understanding of an organization’s culture prior to accepting a position, that organization would have a better means of attracting the “right talent.” Possibly, the “competent jerk” will look at an organization and decide it is not the right fit because of the culture. While this may seem like a loss, the organization decreases turnover costs and reduces the pressure of ‘what to do with the jerk’ once they are part of the team.
98 weeks ago
Stanley Lee: As this is such a hotly discussed topic, it would be great if it's discussed during the webinar on Thursday if you're running out of questions to ...MoreAs this is such a hotly discussed topic, it would be great if it's discussed during the webinar on Thursday if you're running out of questions to answer. I think this is a good conversation topic from employer and job-seeker point of view.
98 weeks ago
Ed Barrientos: I think you have to look at it from the team perspective. I you have 5 people, 1 is a lovable fool, one is a competent jerk and the other three ...MoreI think you have to look at it from the team perspective. I you have 5 people, 1 is a lovable fool, one is a competent jerk and the other three are competent individuals, then I would definitely jettison the jerk. The fool may not contribute much if anything, but he also will not negatively impact those that are doing great work. You then have 3 competent people and one useless nice guy. On the other hand, if you jettison the lovable fool and keep the competent jerk, you are likely to negatively impact the group dynamic and thus the work of the other three competent people. If you end up with the 3rd scenario: 3 incompetent people and you have to choose between the lovable fool or the incompetent jerk, then it's time to look for another job:)
98 weeks ago
Tony Deblauwe: I think in practice - the competent jerk tends to win because even though you can't stand the person, he/she gets things done.
96 weeks ago
Stanley Lee: @Tony: In the article that I have pulled up, it actually works the other way around. The competent jerk tends to be ousted b/c he/she could ...More@Tony: In the article that I have pulled up, it actually works the other way around. The competent jerk tends to be ousted b/c he/she could negatively influence the other co-workers.
96 weeks ago
paulmacp: @Stanley, I have been working for 20ty years, and I have never seen a jerk get ousted as you put it. Being a jerk is not grounds for dismissal, ...More@Stanley, I have been working for 20ty years, and I have never seen a jerk get ousted as you put it. Being a jerk is not grounds for dismissal, particularly if they have always been jerks (if your employer recognized, they needed a jerk to get the job done) "Nice People", tend not to organize against jerks, they tend to just suck it up and take it. People don't like confrontation, and fear the retaliation of jerks.
96 weeks ago
Stanley Lee: @Paul: I would like to clarify my observations from the article. What I meant by ousted isn't on the grounds of dismissal, but really on the ...More@Paul: I would like to clarify my observations from the article. What I meant by ousted isn't on the grounds of dismissal, but really on the grounds of being excluded in terms of team dynamics. Nice (but not very competent) people may help the team in terms of dynamics, even though the incompetence would hurt them.
96 weeks ago
paulmacp: @Stanley, I now understand what you meant, but I hate working with a group of nice people, they tend to make work inefficient.

I tend to be the ...More@Stanley, I now understand what you meant, but I hate working with a group of nice people, they tend to make work inefficient.

I tend to be the jerk, in this context.

I insist on results, for example I attend four meetings every Monday to discuss the status of various projects at work. I dislike wasting 15 minutes of every one of these meetings hearing about what everyone did over the weekend. It is not lost to anyone how I hate this nicety (I am being the Jerk). To me this takes an hour out of my work day that I won't get back building on “the team dynamic”. I personally don't think my employer would like the idea of paying me or anyone else in these meetings for this time waster. In my mind 1 hour is 12% of my work day, so 12% of what I am being paid for on Mondays translates to hearing about everyone’s weekend… I personally don’t think they would like that.

96 weeks ago
Stanley Lee: @Paul: I think the best thing would be a balance. For example, it's crucial to be firm about not having time wasted. On the other hand, being ...More@Paul: I think the best thing would be a balance. For example, it's crucial to be firm about not having time wasted. On the other hand, being difficult to work with may get you into a position where it is much more difficult to receive help if you need it. That's just my 2 cents.
96 weeks ago
Stanley Lee: I am also talking from a recruitment perspective, as a likeable fool are more likely to be hired after interviews vs. a competent jerk in a lot of ...MoreI am also talking from a recruitment perspective, as a likeable fool are more likely to be hired after interviews vs. a competent jerk in a lot of cases from that article's studies, which is sad.
96 weeks ago
Lisa Starks: I think that you want to find a good balance between the two. You need someone competent enough to perform the job adequately, but the ability to ...MoreI think that you want to find a good balance between the two. You need someone competent enough to perform the job adequately, but the ability to work with others (if the job requires working with other people) is also important. Having a 'jerk' in the group can make an uncomfortable work environment for all.
96 weeks ago
Stanley Lee: From summarizing your replies, in the recruitment process, the competent jerk seems to be the first type of people to be avoided from the two ...MoreFrom summarizing your replies, in the recruitment process, the competent jerk seems to be the first type of people to be avoided from the two types brought up in the original question. I have gathered strategies from you to avoid this scenario. The second type of person to avoid would be the lovable fool. Personally I don't want either of these types of people to slip through the cracks in the recruitment process, as they are both on a different extent destructive to a team, hence I'm asking this question. What are the suggested steps to avoid recruiting a lovable fool onto a team? By also taking a look at the achievement history on the resume despite showing a scene of being likeable in an interview? Thanks in advance for suggestions.
95 weeks ago

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