Jerks at Work: Toxic Coworkers and What to Do about Them by Tessa West Summary

1. Seven workplace jerk types dominate offices: Gaslighters, Bulldozers, Kiss Up/Kick Downers, and Credit Stealers.
2. Gaslighters weaponize doubt—document interactions and recruit allies to escape their manipulation.
3. Bulldozers hijack meetings early; set agendas beforehand to block their dominance.
4. Kiss Up/Kick Downers sabotage peers privately—expose patterns through cross-team alliances.
5. Neglectful bosses lack time, not empathy—structure 30-second updates to reclaim attention.
6. Free riders thrive in groups—assign public task ownership to force accountability.
7. Credit stealers reframe others’ ideas—announce contributions in real-time to prevent theft.
8. Micromanagers fear losing control—schedule proactive check-ins to reduce their anxiety.
9. Workplace systems breed jerks: fix flawed structures enabling toxic behavior.
10. Tessa West’s research shows jerks derail promotions—strategic pushback protects careers.
11. “Career insurance” means preparing countermoves before jerks strike, not after.
12. Jerks exploit emotional reactions—respond with data-backed neutrality to regain power.

About the Author of Jerks at Work

Tessa West, social psychology professor at New York University and author of Jerks at Work: Toxic Coworkers and What to Do About Them, is a renowned expert in workplace dynamics and interpersonal communication.

With a PhD from the University of Connecticut and over 20 years of research on conflict resolution, her work bridges academic insights with actionable strategies for navigating toxic work environments. A frequent media contributor, West has been featured on BBC Woman’s Hour, CNBC, and NPR, and her book earned praise from thought leaders like Scott Galloway for its practical, research-backed tools.

In addition to Jerks at Work, West authored biographies such as The Curious Mr Howard and Lady Sue Ryder of Warsaw, reflecting her versatility across genres. Her upcoming book, Job Therapy, addresses modern workplace dissatisfaction.

A sought-after speaker, West advises organizations on fostering healthier workplace cultures, and her frameworks are used in corporate training programs globally. Jerks at Work has become a staple for professionals seeking to transform draining work relationships into productive collaborations.

FAQs About Jerks at Work

What is Jerks at Work by Tessa West about?

Jerks at Work exposes seven toxic workplace archetypes – including Gaslighters, Credit-Stealers, and Bulldozers – and provides science-backed strategies to neutralize their impact. Using decades of research, NYU psychologist Tessa West explains how to protect your career from manipulative coworkers while avoiding becoming a jerk yourself. Key tactics include limiting a Bulldozer’s influence in meetings and mirroring a Gaslighter’s tactics defensively.

Who should read Jerks at Work?

This book is essential for professionals facing toxic colleagues, HR teams managing interpersonal conflicts, and managers seeking to foster healthier teams. It’s particularly valuable for high achievers targeted by Credit-Stealers and employees coping with neglectful bosses or micromanagers. West’s actionable frameworks also benefit those transitioning to leadership roles.

Is Jerks at Work worth reading?

Yes – it’s a pragmatic guide for navigating common but underaddressed workplace conflicts. While not focused on systemic fixes, its archetype-based approach (like handling Kiss Up/Kick Downers) offers immediate tactical relief. The book’s strength lies in translating academic research into real-world scripts, though readers seeking organizational-level solutions may need supplemental resources.

How does Jerks at Work suggest dealing with a Gaslighter?

West advises using a Gaslighter’s own tactics against them: document conversations, restate their contradictions publicly (“So to confirm, you’re saying X now vs. Y yesterday?”), and enlist allies to verify realities. This approach disrupts their manipulation without escalating conflict, as Gaslighters rely on isolation and ambiguity.

What’s the best way to handle a Credit-Stealer at work?

Preempt theft by announcing contributions early (“I’ll present the analytics I developed”) and cc stakeholders on progress emails. West emphasizes “credit anchoring” – linking your work to measurable outcomes in group settings. For chronic offenders, strategically praise their “collaboration skills” to managers while highlighting your specific inputs.

Can Jerks at Work help with a micromanaging boss?

Yes. The book recommends “controlled autonomy” – providing ultra-specific progress updates preemptively (“I’ll send the draft by 3 PM Thursday”) to satisfy their need for control while carving out decision-making space. Gradually negotiating check-in frequency reductions using data (“Our last 3 projects met deadlines with weekly updates”) can reset expectations.

What are the 7 workplace jerk archetypes identified?

1. Kiss Up/Kick Downers (charms superiors, abuses subordinates)
2. Credit-Stealers (claims others’ work)
3. Bulldozers (dominates conversations/decisions)
4. Free Riders (shirks team responsibilities)
5. Micromanagers (excessive control)
6. Neglectful Bosses (avoids guidance)
7. Gaslighters (distorts reality)

How does Tessa West advise confronting a Bulldozer?

Silence their dominance by ensuring they speak last in meetings. Pre-meeting ally-building (“Let’s rotate speaking order”) and structured agendas prevent Bulldozers from hijacking discussions. West also suggests reframing their interruptions as enthusiasm (“Alex is passionate, but let’s hear Sarah’s full idea”).

Does Jerks at Work address team-wide jerk dynamics?

Yes. For Free Riders, West advocates “selective transparency” – publicly assigning discrete tasks (“Jenna will handle the budget spreadsheet”) while documenting contributions. Teams can implement peer feedback systems to highlight unequal efforts without direct confrontation.

What’s a key criticism of Jerks at Work?

Some argue it focuses too much on individual adaptation over organizational change. However, West acknowledges systemic issues but prioritizes immediately actionable tools. The book also notes many jerks blend multiple archetypes, requiring layered strategies.

How does this book differ from other workplace conflict guides?

Unlike generic advice, Jerks at Work offers tailored playbooks for specific toxic types based on behavioral research. It uniquely combines academic rigor (West’s NYU studies) with dark-humor case studies, avoiding oversimplified “communication tips” in favor of strategic countermoves.

Can the strategies backfire if misapplied?

West warns against using tactics vengefully or without nuance. For example, overly aggressive Gaslighter responses could escalate conflict. The book emphasizes calibrating responses to a jerk’s power level and documenting patterns before acting.