Reviews
The burdens of strife Getting Along at Work. By Caleb Crider (Carlisle, 2016, 149 pp. $12.99 U.S.)
tionships on the job.” Do you have a thin skin? In a chapter titled “Practice Not Getting Offended,” Crider reminds readers that “Our coworkers don’t usually come to work in the morning with a secret plan to hurt our feelings.” Biblical support helps, as in Proverbs 19:11 which says it is to a person’s glory to “pass over a transgression.” In a time when common civility seems to be in scarce supply, Crider invites readers to employ six principles to “respect your coworkers.” Imag-
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an’t we all just get along? Well, no; not always. Would be nice, though — especially at work, where many of us spend so many waking hours. Likely no one reading this magazine works in a place of zero strife. Caleb Crider writes from personal trench experience. He wrote this book partly because he needed it himself — “I learned that not being able to get along with people was a burden and a liability.” He decided to make a serious effort to learn how to get along with everyone he encountered in a day’s work — his boss, coworkers and customers. So here is what resulted. It’s not so much a handbook for emerging buddyhood, nor a guide to making new best friends. His goal is simply to be able to form relationships that “work smoothly.” Central to much of that is to bless others by demonstrating Christian virtues in the workplace. “We have the ability to really ruin someone’s day at work,” says Crider. Everyone knows about “customer service,” but not so many about service to coworkers. “Doing our work well and keeping our attitude pleasant while going the extra mile to make our coworkers’ work easier will help them have a much better day at work,” he says. But it works both ways. Positive relationships also make one’s own work less stressful and more fulfilling. Moreover, “getting along well with others is good for our job security and improves our job prospects in the future.” Bosses don’t like it when staff can’t get along, Crider
“Employers prefer not to hire people who notes. “Employers prefer not to hire people who have a history of creating conflict.” He covers a lot of behavioral ground: pride, quirks, critical spirits, grudges and jealousy, to name a few. Most readers will find plenty of personal resonance. Can you learn something from a coworker who rubs you the wrong way? Is he or she reflecting a blind spot that you, too, might possess? “Remembering that I probably irritate other people just as often as they irritate me helps me to be more gracious with others,” Crider writes. Sometimes, plain old professionalism can work wonders. “When you act in a respectful, professional way, those you encounter in your work are more likely to respect you,” he says. “Professional behavior doesn’t cancel out personality differences, but it smooths out some of the bumps that cause problems in rela13
have a history of creating conflict.” ine, he asks, what would happen if everyone respected themselves, their coworkers and their boss. He concludes with three case studies of people who faced special challenges in getting along with coworkers. One you’ll recognize from Sunday school — Daniel of lion’s den fame. Another is Abe Lincoln, and the third comprises 33 Chilean miners who were trapped underground for 69 days. This is a book for anyone who holds a job. If you want to get a promotion, become more employable, reach targets with distinction and bless your coworkers along the way, you’ll need to get along at work. This may be just the help you need. — Wally Kroeker The Marketplace March April 2017
