Improve your organisation's productivity and performance by taking steps to address incivility in the workplace.

Incivility in the workplace not only affects worker morale and productivity, it can also have a direct financial impact on businesses. This post looks at the root causes of incivility, how it affects performance, and the strategies and policies that can be implemented to foster respect and create a positive work environment that will benefit both employers and employees.

Civility Vs incivility in the workplace

Civility: There are many ways to be civil in the workplace including being mindful of simple attitudes and behaviour such as being kind to and respectful of others, using appropriate language, listening attentively, and being considerate of others’ time and space. Often overlooked, civility at work is crucial for maintaining a positive and productive work environment.

Incivility: Incivility can be defined as a lack of courtesy or respect for others. It can manifest itself in many forms, such as rudeness, name-calling, and put-downs. It's any behaviour that is rude, disrespectful, or unreasonable. This can include things like yelling, name-calling, making offensive comments, or engaging in physical violence. Incivility also includes more subtle forms of disrespect, such as eye-rolling, sarcasm, spreading rumours, or gossiping about co-workers. These types of behaviours can create an atmosphere of mistrust and suspicion, which can erode and weaken productivity.

While incivility is often thought of as a minor annoyance, research has shown that it can have serious consequences for both individuals and organisations. For example, incivility has been linked to decreased job satisfaction and productivity, increased absences, high churn rates, and reduced creativity and innovation. In addition, incivility can lead to physical health problems such as high blood pressure and heart disease.

Effects of incivility on performance

It's no secret that incivility in the workplace can have a negative effect on employee morale and performance. But just how big of an effect does it have?

A study by the University of South Florida found that incivility can lead to a decrease in productivity of up to 30%. That's a significant drop in output, and it all adds up over time. The USF study found that the effects of incivility are cumulative. In other words, the more often someone experiences uncivil behaviour at work, the greater the impact on their performance. This is because incivility creates stress and anxiety, which can interfere with focus and concentration. What's more, the study found that the effects of incivility are not only limited to the person who is directly targeted. Witnesses to incivility also suffer from decreased productivity. This ripple effect can quickly create a toxic work environment where everyone feels stressed and undervalued.

Fortunately, there are steps you can take to address incivility in your workplace. By promoting civility through clear policies and consistent enforcement, you can help create a more positive work environment. This in turn will lead to higher levels of morale and better performance.

Causes of incivility in the workplace

While the causes of workplace incivility are complex and multi-faceted, some of the most common include:

1. Poor communication: This can happen when employees fail to communicate effectively with each other, or when there is a breakdown in communication between management and staff.
2. Lack of respect: This can occur when employees do not feel respected by their managers or colleagues. It can also happen when an organisation does not have a culture of respect, or when there is a general feeling of disrespect among employees.
3. Stress: Many people feel stressed at work, which can lead to them behaving rudely or impatiently towards others. Stress can be caused by factors such as long hours, unrealistic deadlines, heavy workloads, and conflict with colleagues.
4. Personality differences: Some people simply do not get along well with others, which can lead to tension and conflict in the workplace. Additionally, some people may be more prone to outbursts of anger or rudeness than others.
5. Unfair treatment: Employees may feel that they are being treated unfairly at work, which can cause them to act out in an uncivil manner. This may be due to favouritism, discrimination, or other forms of unfair treatment.

In addition, there may be factors outside the organisation which can have a direct impact on an employee’s ability to bring their best self to work.

?

Strategies for dealing with incivility in the workplace

When it comes to incivility in the workplace, there are a few different strategies that you can use to try and deal with the problem. First, it's important to identify what is causing the incivility. Is it a specific person or group of people? Is it a particular work situation? Once you've identified the cause, you can start to look at ways to address it.

• Create a code of conduct - a code of conduct that clearly outlines expectations for behaviour, can help to set the tone for ways of working.
• Invest in training - providing training on civility and encouraging employees to speak up when they witness incivility can also be effective in helping employees feel more prepared and equipped to handle challenging situations.
• Promote communication and collaboration – encouraging effective communication and collaboration between employees can help to create a more positive work environment where everyone feels respected and valued.

Ultimately, the best way to deal with incivility in the workplace is to address it head-on. This means having frank conversations with those who are being uncivil and working together to find solutions that everyone can be happy with.

Implementing civility policies in the workplace

Incivility is an issue organisations across the globe struggle to solve. Often policies are implemented but are ineffective in changing behaviours or are simply not enforced. ?

When crafting a civility policy, it is important to consider what will deter bad behaviour. Merely having a policy in place is not enough – it must be accompanied by education and awareness initiatives, as well as clear consequences for violators.

One company that has been successful in implementing a civility policy is Google. Its policy includes prohibiting personal attacks, harassment, and discriminatory language. Google also has a process in place for employees to report incidences of bad behaviour, which is then investigated by a team of HR professionals. While Google’s policy may seem strict, it has been effective in creating a more positive and productive work environment. As such, it could be argued that an organisation that is struggling with incivility, should consider adopting similar measures.

?

Summary

Incivility in the workplace can have a significant impact on performance, morale, and employee engagement. It is important to recognise that civility pays by taking steps to create a culture of respect and inclusion. This means recognising individual strengths and differences while encouraging collaboration and communication. When everyone feels respected and valued, they will be more likely to give their best effort which will benefit the entire organisation.