Are you the ‘brilliant jerk?’

Reid Hoffman published a piece a while back describing two types of challenging employees: the brilliant jerk and the lovable idiot. Both of these archetypes are difficult to work with, harder when you are one of the above.

The brilliant jerk is a rockstar when it comes to achieving the work, but is utterly contemptible. Bosses tend to appreciate this suck up, but peers and subordinates aren’t spared this person’s wrath and other flaws. The brilliant jerk makes the people around them less effective because they’re a psychic drain and generally unpleasant.

When someone is able to get away with being nasty, it changes the dynamic and tends to undermine community. Plus, whatever accomplishments that person has are underscored with a “did that person really build anything,” because no one enjoys giving credit to a jerk.

While the sociology of the jerk is an interesting topic in its own right, most people who are the brilliant asshole show low empathy and fail to realize how their habits affect other people.

Here are 3 signs you might be the jerk. First, you focus on fault and criticism. Second, you nitpick. Finally, your peers and subordinates avoid you.

To understand the first sign, ask yourself about your qualities. Am I insisting that other people are making mistakes? Do I attribute malice or incompetence to people? The odds are if you do, people can tell, and probably don’t like you as a result. When you think through your interactions with others, are you one to assume others aren’t able to live up to standards?

If you notice yourself doing this a lot, try to praise instead when possible. Focusing on letting people know their efforts are appreciated builds rapport and trust that you care about them. Next, you want to try and understand where people are coming from. Rarely are people total heels or woefully incompetent. Instead, people may have different backgrounds or be better or worse at some things. If you’re in a managerial role, your goal is to help people do things they’re good at and build confidence.

What you criticize in people’s work says a lot about how you feel about them. When you focus on things that ultimately won’t affect the end product in any substantial way, you’re being a jerk most of the time. Try and focus instead on themes. If there’s consistent spelling errors or a lack of coherence, let the person know in a way that doesn’t rub their face in it. Bring things back to standards that are objective so it’s not about your relationship with them, but rather the goals you’re trying to achieve and try to be collaborative in improving their work. After all, if you’re reviewing something, the odds are you’re on the same team. Act like it, and choose to pass on inconsequential things.

Finally, notice if you have work friends. If you don’t, you’re probably not doing great. Strike up rapport with people over time by asking small questions and listening when you’re early to meetings. How are their kids? Did they do anything fun this weekend? Sharing light personal details makes the person feel at ease with you without going over the top. When you show others kindness and consideration, you do your part to create a pleasant atmosphere. Over time, people reciprocate your energy, so you might as well be friendly.