By Ron Schmidt
“I quit because he was a jerk!” This was stated to me by the head teller for one of our clients when she mentioned why she left her previous credit union. Due to a growing job market, folks feel freer to leave knowing that employers are always looking for good people. And employees are exiting not only because of a boss’ behavior but also because of co-workers, as cited by a survey in the United Kingdom, which CUToday.info recently reported. In her case, she couldn’t tolerate the behavior of the credit union CEO.
“Working for or with a jerk” is still a compelling reason to change employment. So much so that the stories are told about executives making statements like if “someone is being an as---le to you, first go to H.R., but if that doesn’t work, call me!”
As also reported in this publication, the #METOO movement is calling attention to sexual harassment and bullying in all levels of employment. And as women are calling out their perpetrators, they are calling up their attorneys. Since the Weinstein case made the headlines it’s been reported attorneys are being deluged with cases. And for every case won, a company gets hit in the pocketbook. And this gets the attention of the CEO and shareholders.
Leadership seems to go in waves in American business. Ten years after the outbreak of the financial crisis, the emphasis seems to be shifting from the technical side of banking to the human issues. And either the culture changes or people leave.
Look to the Diamond
This even plays out in sport. Three contending managers of major league baseball teams are out of work. As reported in the Wall Street Journal: “Gruff, surly personalities need not apply. The modern manager…now exists as a cog in a much larger machine. Today’s organizations want younger, gentler leaders prepared to collaborate…with an ability to fully engage, communicate and connect…” and in analyzing the success of the World Series champion Houston Astros “…it’s the teams that appropriately blend the science and technology with the human element that lead to the chemistry of a championship culture…”
But, unfortunately, anywhere you go the jerks are there, as well as the cultures that protect them; so, what’s going to happen? If we look at Major League Baseball maybe there’s hope. Bob Bowman, an executive credited with generating extraordinary revenue for the league was just fired “because of a pattern of inappropriate behavior for at least 10 years,” as reported in the Wall Street Journal. The final straw came when he “verbally abused a co-worker.” Bowman states, “This inappropriate behavior reflects my personal flaws.”
“Just go to H.R.”
The problem is there are so many as---les out there because they have gained power within their organization no one has confronted them. Which is how executives end up saying something like: “If H.R. doesn’t do anything, call me.”
A recent New York Times piece addressed employee’s disappointment in going to H.R. to report issues. As was reported about an employee, “As she had been taught at the company’s annual – and mandatory – anti-harassment training…I went to H.R. and said, you need to do something…I was embarrassed and humiliated about how he treated me in front of my team…But she ignored me…she didn’t even write it down…she did not seem to take it serious at all.”
So where do we start in the work place? Let’s start with this, everyone must become aware and accept the responsibility that their words and actions do affect everyone they encounter – members and employees at every level. And if they can’t accept this premise, they will never grow with the diversity of their organization. And if they aren’t willing to get outside of their comfort zone, it’s time for them to leave.
Leadership and awareness must be brought to a higher level. What expectations should you set for your leaders and co-workers?
Ron Schmidt is with CBS Certified Public Accountants, LLC, Solon, Ohio. He can be reached at rschmidt@cbscpasllc.com.