Avoid Brilliant Jerks In A Hybrid Work Environment

We all make hiring mistakes. But what is the difference between a bad hire and a brilliant jerk and how do we deal with brilliant jerks in a hybrid culture and environment? 

The difference between a bad hire and a brilliant jerk

Bad hires happen because the person hired can’t do the job, or because they won’t do the job (they were misled about the role or misunderstood it during hiring), and because they do not fit the values of the company. Even someone who does the job okay but does not fit the values of the company is a bad hire. A bad hire will have a negative impact on the culture and the morale of the team, and will, at the very least, slow your business down; they can disturb the mood and morale of your team, snuff out enthusiasm, and severely impact performance levels.  

Brilliant jerks don’t fit the values of the company either. But, unlike your classic bad hire, they are exceptionally good at their job. As their name suggests, brilliant jerks are often brilliant, charismatic, and high-achieving individuals. They often come with a strong pedigree and deliver in the short term, but at what long-term cost? 

Together with their “brilliance,” a brilliant jerk can: 

Be arrogant and headstrong. Be inflexible, unable, and/or unwilling to change. Create tension among team members, causing the need for unnecessary management intervention. Be focused only on themselves and what they want to achieve. • Be a manipulative figure in the team.Lack of accountability. Inspire imitation, thereby exacerbating the problem across the company. 

In a hybrid work environment, these behaviors can become incredibly toxic. To overcome these behaviors, they need to take  Hybrid Work Strategy Course from Culture Gene.

The impact of a brilliant jerk in a hybrid work environment

It can be more challenging to identify brilliant jerks in a hybrid work environment as their negative behaviors may be hidden while working remotely. Lack of in-person interaction makes it difficult to get a sense of their interpersonal skills and team dynamics. The limited opportunity for face-to-face communication can also result in misunderstandings and difficulties in understanding tone and body language over video. Managing brilliant jerks in a hybrid environment is especially challenging as their behavior can negatively impact colleagues' productivity and morale, whether they are working in person or remotely. The leader may not be aware of the situation until it's too late as a lot of time is spent away from the office in a hybrid environment. Communication and collaboration are already challenged in a hybrid environment, and the presence of a brilliant jerk can make it worse.

What to do about a brilliant jerk

There are two approaches you can take. You can terminate immediately, which I recommend, or you can try and help the brilliant jerk adapt. Remember, a leopard doesn’t change its spots. As unlikely as they are to change their behavior, there are several strategies you can try:

Clearly communicate expectations by establishing clear policies and guidelines for behavior, and make sure that everyone, including the brilliant jerk, understands them.Encourage accountability by making sure that the brilliant jerk is held accountable for their behavior, and that the consequences of their actions are clear and consistent.Foster a positive work environment by encouraging positive behavior and recognizing and rewarding it. Encourage open communication, collaboration, and teamwork.Clear and effective communication is key, in a hybrid work environment. Make sure that all team members are aware of the communication tools and channels available to them.Consider providing coaching or training to the brilliant jerk to help them improve their behavior and work more effectively in a team environment.Communicate consequences and explain that if the brilliant jerk's behavior continues to be a problem, consider termination.

Why you should fire

Whether they’re brilliant jerks or simply bad hires, I believe employees who are not a good fit for the values of the company should be terminated as quickly as possible. Brilliant jerks can be particularly difficult to fire, because how can you fire someone who looks to be performing so well? A fast termination is both in the employer’s and the employee’s best interest: there are companies that are better suited for the way the brilliant jerk works. You are doing them, your company, and your team, a disservice by keeping a brilliant jerk on your payroll. Letting them go fast doesn't mean you have to abandon them or treat them badly. You may not be able to afford to help them financially with a generous severance package, but it makes sense for you and your HR team to try to help them find their next job. 

Understanding your hybrid culture is critical

It should be noted here that understanding your culture and what drives the business is vital. If your culture revolves (and is designed) around individual contribution and the brilliant jerk fits the values of your business, then there is no reason why they shouldn’t thrive. You probably have a bunch of them on your team already. But if collaboration and teamwork are critical ingredients for your organization’s success, then weeding out a brilliant yet toxic employee quickly is paramount to preserving the long-term culture and health of your company. Check out the Managing Hybrid Teams course by CultureGene if you are interested in finding out more about how to build a strong hybrid team and how to avoid hiring brilliant jerks.

In summary, a brilliant jerk is a high-performing individual who does not fit the values of the company and as a result, will have negative impacts on the culture, morale, and productivity of the team. They can be harder to spot in a hybrid work environment as their negative behaviors may be hidden and there are limited opportunities for face-to-face interaction. Brilliant jerks can become incredibly toxic to the culture of the company. The best approach is to terminate the brilliant jerk as quickly as possible, but if he is a good learner, then you must suggest hybrid leadership training for betterment.

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