Rude Dude
Sales Octane #10
Your colleague hands in a project that has been poorly done. You are ready to fire off a few choice words. You then notice your paper weight, an oblique glass globe that will fit perfectly into the palm of your hand. You are enjoying the thought of the crescent moon indention left in their perfect shaven head. You pick up the globe, ready to unleash the perfect pitch and …….
Is your work place civil? Are your colleagues rude? Does your superior have a chip on their shoulder? According to the data listed in the Academy of Management Journal, “rudeness muddles the brain”. Creativity goes down, productivity goes down, and Santa’s Christmas load becomes lighter.
People that have been touched by the “rude dude” do not feel the need for revenge. They do not feel angry or hurt. Their performance simple falls off due to “cognitive disruption” or their brain was occupied with what had happened or was just said.
Here are a few tips for keeping the “rude dude” and the workplace civil.
1. First things First. Hire civil people. The only way to do that well is to take reference checks very seriously. Make sure all know you have a zero-tolerance policy on the “rude dude”. Post the policies. Post your expectations. If a “rude dude” makes it into your turf, you can put an end to the behavior before it gets out of hand.
2. Last things Last. If an employee or colleague is leaving the organization, they may be more inclined to offer feedback. They can be genuine and honest when the departing conversation is civil.
3. Ball and Chain. Employees are less inclined to report incidents if they do not believe that the appropriate actions will not be imposed to stop the behavior. You can solicit anonymous feedback and set up parameters, policies, and structures that will address this issue without fear of reprisal.
4. Catch the Cold. Positivity is contagious. Purpose is contagious. Production is contagious. These 3 “p’s” will drop off when the “rude dude” creates a negative mood that leads to an atmosphere of disruption. You can easily transfer this atmosphere or emotion 180 degrees by bring in a positive atmosphere to counter the negative mood.
5. “I’m so sorry”, Uncle Albert. When you let the “rude dude” get into your head, have a V8 moment and apologize. Do not let the bad behavior effect the recipient. They probably do not even understand why they were targeted for your harsh words. Apologize and get them back on track.
Think about what the “rude dude” causes in the mind of the employee. They will keep playing it over and over again in their mind. And when your brain is preoccupied, you are robbed of precious time on the job and it is tough to solve problems, create opportunities, or think of the most creative way to use a paperweight.
We all have our moments but keep your tongue in your mouth and your hand on your business, not on the paperweight.
Your colleague hands in a project that has been poorly done. You are ready to fire off a few choice words. You then notice your paper weight, an oblique glass globe that will fit perfectly into the palm of your hand. You are enjoying the thought of the crescent moon indention left in their perfect shaven head. You pick up the globe, ready to unleash the perfect pitch and …….
Is your work place civil? Are your colleagues rude? Does your superior have a chip on their shoulder? According to the data listed in the Academy of Management Journal, “rudeness muddles the brain”. Creativity goes down, productivity goes down, and Santa’s Christmas load becomes lighter.
People that have been touched by the “rude dude” do not feel the need for revenge. They do not feel angry or hurt. Their performance simple falls off due to “cognitive disruption” or their brain was occupied with what had happened or was just said.
Here are a few tips for keeping the “rude dude” and the workplace civil.
1. First things First. Hire civil people. The only way to do that well is to take reference checks very seriously. Make sure all know you have a zero-tolerance policy on the “rude dude”. Post the policies. Post your expectations. If a “rude dude” makes it into your turf, you can put an end to the behavior before it gets out of hand.
2. Last things Last. If an employee or colleague is leaving the organization, they may be more inclined to offer feedback. They can be genuine and honest when the departing conversation is civil.
3. Ball and Chain. Employees are less inclined to report incidents if they do not believe that the appropriate actions will not be imposed to stop the behavior. You can solicit anonymous feedback and set up parameters, policies, and structures that will address this issue without fear of reprisal.
4. Catch the Cold. Positivity is contagious. Purpose is contagious. Production is contagious. These 3 “p’s” will drop off when the “rude dude” creates a negative mood that leads to an atmosphere of disruption. You can easily transfer this atmosphere or emotion 180 degrees by bring in a positive atmosphere to counter the negative mood.
5. “I’m so sorry”, Uncle Albert. When you let the “rude dude” get into your head, have a V8 moment and apologize. Do not let the bad behavior effect the recipient. They probably do not even understand why they were targeted for your harsh words. Apologize and get them back on track.
Think about what the “rude dude” causes in the mind of the employee. They will keep playing it over and over again in their mind. And when your brain is preoccupied, you are robbed of precious time on the job and it is tough to solve problems, create opportunities, or think of the most creative way to use a paperweight.
We all have our moments but keep your tongue in your mouth and your hand on your business, not on the paperweight.
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