We have all come across bullies and tyrants at some point. Robert Sutton, the author of *The No Asshole Rule*, uses the blunt term “assholes” specifically because it captures the combination of fear and frustration that these people provoke. But how do you separate people who are only acting badly in the moment (“temporary assholes”) from those who are habitually difficult (“certified assholes”)?

First, you can use two tests. Test One asks: “Does the target feel oppressed, humiliated, de-energized, or belittled after talking to this person?” Test Two asks: “Does this person aim their venom at people with less power rather than at those with more?” A classic example of this “kiss-up, kick-down” behavior is seen in reports about American diplomat John Bolton, who was described as hounding subordinates while remaining deferential to superiors.

To help you identify toxic behaviors common for assholes, use “The Dirty Dozen.” These include personal insults, uninvited physical contact, withering email “flames,” rude interruptions, public shaming rituals, dirty looks, two-faced attacks, and treating people as if they are invisible. Stop for a moment and consider whether you’ve noticed any of these in the people you know. Very often, such seemingly small things accumulate and damage our perception of someone.

If you’re someone who trusts numbers more than gut feelings, let’s look at some statistics. According to a Michigan survey, 27% of employees reported mistreatment, with one in six experiencing ongoing psychological abuse. The statistics in the nursing field are equally depressing. According to a survey, 90% of American nurses reported verbal abuse by physicians. These figures confirm that workplaces are full of certified assholes.

So what does The No Asshole Rule entail? It goes that organizations should not tolerate people who continuously demean or humiliate those around them, especially those with less power. This means leadership must take this into account when making hiring or firing decisions.