By: Madhu Lata, Assistant Professor, Paari School of Business, SRM University AP
Workplace incivility is pervasive and poses significant challenges to organizations. A recent poll indicates that approximately 62% of employees encounter uncivil behaviors at work at least twice a week. This issue is becoming increasingly concerning among Indian managers, particularly as incivility also permeates the workplace cultures of various Asian countries.
Understanding Workplace Incivility
Workplace incivility encompasses low-intensity deviant behaviors that subtly intend to harm others. Such behaviors violate the fundamental workplace norms of mutual respect. Examples include making jokes at someone else’s expense, questioning a colleague’s competence, yelling, sending rude emails, and unfairly rating a coworker in assessments.
The Cost of Incivility
The consequences of workplace incivility can be detrimental to both the financial and psychological well-being of an organization. Key impacts include:
- Reduced Cognitive Abilities: Incivility can impair employees’ cognitive functions, leading to difficulties in concentration and memory recall among victims of rude behavior.
- Decreased Creativity: Research from the University of Florida found that employees who faced rudeness at work were 30% less creative than their peers, struggling to generate innovative ideas.
- Increased Negative Emotions: Frequent exposure to incivility can lead to emotional distress, including anger, depression, anxiety, and emotional exhaustion, significantly undermining employees’ psychological health.
- Negative Job Attitudes: Mistreatment can diminish performance, job satisfaction, and organizational commitment, while increasing intentions to leave. A survey of 800 respondents revealed that victims of incivility intentionally reduced their work efforts and the quality of their contributions.
Strategies for Promoting Civility in the Workplace
To address the costs associated with workplace incivility, HR leaders can implement the following strategies:
- Educate on Civility: Many individuals may not fully understand what constitutes civil behavior in the workplace. A study on instigated incivility found that 25% of employees who engaged in rude conduct did not recognize their actions as uncivil. Organizations should offer regular training sessions for both managers and employees to clarify what incivility entails and its potential repercussions.
- Establish a Zero-Tolerance Policy: HR leaders must foster a culture of respect by clearly defining uncivil behaviors—such as making derogatory comments or using unprofessional language—and outlining the consequences for such actions, which could include demotion or disciplinary measures. A well-defined code of conduct can help cultivate an environment where disrespectful behavior is deemed unacceptable.
- Model Respectful Behavior: HR managers and leaders should exemplify respectful behavior by actively listening during meetings, valuing diverse contributions, and respecting differing opinions. Handling conflicts calmly and constructively sets a standard for employees, encouraging them to engage in civil interactions. Without leaders modeling and advocating for civility, creating a respectful workplace culture will be nearly impossible.
- Recognize and Reward Civil Behavior: HR leaders should acknowledge and reward respectful behavior among employees, making collegiality a key factor in performance evaluations. Conversely, organizations must take firm action against uncivil behavior. Employees who are talented but rude can disrupt the workplace atmosphere, and organizations should not hesitate to dismiss individuals who engage in such conduct.
Conclusion
Workplace incivility is a widespread issue that undermines both the financial and psychological health of organizations. However, prioritizing respect in the workplace can effectively address this challenge. By implementing thoughtful HR policies and providing civility training, organizations can create a more respectful and productive work environment.
