There’s a lot of buzz outside the world of nursing homes and other places CNA’s are employed at: It’s called THE NO JERK POLICY. Some people refer to this as Workplace Civility.

In the business community this term refers to businesses that have a zero tolerance for hiring, and keeping on staff, people who exhibit rude and mean behaviors. Customers and vendors are often expected to abide by the policy as well.

Let’s face it, nursing homes and most medical/nursing facilities are chock full of people who can be described as jerks. Managers, doctors, nurses, techs, aides, dietary and housekeeping employees- administrators, DON’s…AND, our customers- the residents and their families are very often the sources of JERK like behavior.

Quoted materials are from THIS SITE.

Now let’s take a look at some of the common traits of workplace jerks:

1. Personal insults and innuendoes
2. Invading one’s personal space or territory
3. Uninvited physical contact
4. Threats and intimidation, verbal and nonverbal
5. Sarcastic jokes, teasing and disguised insults
6. Email flames
7. Status slaps intended to humiliate
8. Rude interruptions
9. Two-faced attacks
10. Dirty looks, grimaces, eye-rolling
11. Treating people as though they’re invisible, keeping them out of the loop

Sounds about right for the typical office. But it isn’t quite correct for the nursing home.

Some of the problems we all know result from JERK behavior that is allowed to go on and on and on:

Secondhand Jerk Effects

Bystanders also suffer ripple effects. A jerk poisons more than one victim. The damage spreads to coworkers, family members and friends who watch or hear about attacks, creating a larger pool of secondhand sufferers. The result is devastating, zapping people’s energy and causing absenteeism, loss of productivity, high turnover, depression and disengagement.

Nasty interactions have a 500% greater impact on our moods than positive interactions. It takes numerous encounters with positive people to offset the energy and happiness sapped by a single episode with one jerk.

Organizations may inadvertently shelter jerks and, in some cases, promote and forgive them. The message: It’s OK to be a jerk, as long as you produce results. These individuals may be considered eccentric or artistic in temperament.

But organizations that shelter jerks risk greater legal costs because of victims’ claims of sexual harassment and discrimination. While there is no law prohibiting equal-opportunity jerk behaviors, companies that fail to discipline or weed out bullies find themselves vulnerable to expensive and difficult employment litigation.

Right on the money- the above statements. How many times have CNA’s been the victim of some big headed nurse who lashed out on the aide for petty things? How many times have we been victim to being the lowest rank on the pole of powers? Who hasn’t gone to work, dreading their day because of a nasty co worker who we know we must work with; who we know will find some way to belittle and demean us yet again? If not us personally, another aide. The hits come from many people too- not just charge nurses. The dietary manager. The activity lady. The Administrator is a common source of aggravation as is the DON. Aides get bashed quite often by the resident and their families.

The costs of keeping JERKS on the payroll is pretty high:

1. Distraction from tasks
2. Reduced productivity
3. Reduced psychological safety, more fear, less creativity
4. Loss of motivation and energy—disengagement
5. Stress-induced illness
6. Impaired mental functioning
7. Absenteeism
8. High turnover
9. Higher-than-average theft or loss rates
10. Loss of focus on strategically important goals

The above translate into tangible items for the nursing home. An aide who has been the victim of a JERK’s attack will be upset and won’t be able to focus on their work for several hours after the attack. Any positive energy will suddenly turn into negative energy. Motivation? Instantly killed. Stress? Major symptoms. Who doesn’t know an aide (or any other nursing home employee) who hasn’t taken a “mental health day” (once a month) due to the behaviors of rude co workers? And who can blame them? After a few months or for some a few years of this abuse by JERKS will lead to resignations en masse. A single JERK boss can cause the exit of entire units- I’ve witnessed this many times.

Of all the issues CNA’s face with their chosen career, working with JERKS has got to be on the list of top 5 reasons for leaving.

A little talk about bosses goes hand in hand whenever we speak of workplace JERKS, and if the shoe fits, it’s time to change:

Leaders in most organizations not only get paid more than others; they also enjoy constant deference and false flattery. A huge body of research shows that when people are put in positions of power, they:

* Start talking more
* Take what they want for themselves
* Ignore what other people say or want
* Start ignoring how less powerful people react to their behavior
* Start acting more rudely
* Generally treat any situation or person as a means for satisfying their own needs

Studies show power corrupts people and causes them to act as though they’re above rules meant for others — and this is widely accepted. Even trivial power advantages can change how people think and act, and usually for the worse.

As an aide, this sounds awfully familiar. I have seen many a great charge nurse move upwards into DON type positions and they turn into snotty miserable people. I realize being a leader means more responsibility and this means accepting responsibility for the mistakes of all those who work “under” them. But it’s not an excuse to become a JERK.

Many corporate type businesses have taken on this issue with JERK FREE WORKPLACE policies. Can nursing homes do this? YES of course they can. And it would benefit the entire industry to seriously consider it. Change is hard. Especially when the leaders are asked to sacrifice and give up some of the perks of their positions. Even more difficult is the change we would ask of aides and others. Rude, nasty and backstabbing behaviors are almost ingrained into some people. Making these things a terminating offense would turn the LTC world upside itself.

A sample pledge for non-jerk behaviors follows:

1. I will be passionate about my work and keep in mind what I love about what I do, especially when things are stressful or not going well.

2. I will respect others, even when I disagree with them.

3. I will listen with an open mind and learn from others, regardless of their position in the company.

4. I will strive to know when it is wise to take a firm stance and when to be flexible.

5. I will do what it takes to get the job done, within legal and ethical boundaries.

6. I will not waste money, and I will question costs. I will not take advantage of my position in the company for status reasons.

7. When I have a complaint and see something that isn’t working well, I will speak up and suggest actionable recommendations.

8. I recognize team efforts are needed to win and will give credit to others who help me succeed. I will ask others how I can help them succeed.

9. I will admit to not knowing everything and be willing to learn from others—even those lower in rank.

10. I will be dedicated to pursuing customer success. I will constantly ask how we can do things better from the customer’s perspective.

11. I will be transparent and honest. I will strive to promote a culture of trust. I will not let my negative moods infect others around me.

12. I will be a good person to work with – as a person in charge, team member and subordinate. I will not act like a jerk.

That’s a sample.

What would a NO JERK PLEDGE look like for a nursing home?

1) I will use all the manners I have been taught- saying Please, Thank You, May I, Excuse Me, in my dealings with everyone I come into contact with

2) I will not ignore my co workers when they speak to me

3) I will answer questions and calls and requests for help, with a smile

4) I will not participate in gossip sessions about bosses, subordinates, co workers, residents and their families

5) If I am having a problem with a co worker I will seek them out and ask for a 1:1 informal meeting. I will politely explain the issue and how it has become a problem for me, or the team, or the unit… I will be respectful and positive. I will offer to help resolve problems where it’s appropriate and possible.

CO WORKER here includes everyone, not just aide to aide; co worker means DON to aide; Administrator to housekeeper…direct conversations without the middleman. IMPORTANTLY this includes residents AND their families! In the corporate world, customers must also follow these NO JERK POLICIES.

I bring it to this site because so much of the discontent we put up with at work can be stopped, BUT ONLY IF WE can stand up to the rudeness. It really comes down to that. There was a time in American history where people did not treat one another the way so many do now a days. The negative consequences of horizontal and vertical violence have been documented for years now, especially with nurses. I have to say much of the negativity starts within each of us and we have the power to end it.

The question is: Do we have the will power to do so? Change is hard. But if we want to go to work without feeling attacked and bombarded all the time, change is absolutely needed.

Here are some resources to check out on this hot topic.

Zero Tolerance for Jerks

The Civilized Workplace: No Jerks Allowed

Abrasive Workplace Jerks are Bad Business