Workplace incivility is a significant and growing problem that has a wide range of negative impacts on employees and organizations. Recent research highlights its prevalence, its "contagious" nature, and its high costs.
What is Workplace Incivility?
Workplace incivility is defined as rude, disrespectful, and discourteous behavior that violates norms of mutual respect. It is often low-intensity and can be ambiguous in its intent to harm. Examples include:
* Ignoring or excluding colleagues
* Making sarcastic remarks or eye-rolling
* Interrupting others in meetings
* Spreading gossip or using brusque language
Unlike bullying or harassment, which are often targeted and persistent, incivility can be a more subtle but frequent occurrence that contributes to a toxic work environment.
The Impact of Incivility
Current research reveals a number of detrimental effects:
* Financial Costs: Incivility is incredibly expensive. A survey by the Society for Human Resource Management (SHRM) found that it may be costing U.S. organizations roughly $2 billion per day in absenteeism and reduced productivity. Another report estimated the cost at $14,000 per employee per year due to cognitive distraction and project delays.
* Employee Well-being and Performance:
* Decreased Morale and Job Satisfaction: Employees who experience or witness incivility are more likely to be dissatisfied with their jobs and feel undervalued.
* Mental and Physical Health: It can lead to extreme stress, emotional exhaustion, and an increased risk of health issues like headaches, fatigue, and depression.
* Reduced Productivity and Engagement: Incivility impairs cognitive ability, leading to a decline in performance. Employees may disengage, avoid collaboration, and withhold knowledge.
* Increased Turnover: Employees in uncivil workplaces are significantly more likely to consider leaving their jobs.
* Organizational Culture:
* Contagion Effect: Research shows that incivility is "contagious." When employees see rude behavior going unchecked, they are more likely to engage in it themselves, creating a vicious cycle of hostility.
* Erosion of Trust and Credibility: If leaders and managers fail to address incivility, employees lose faith in their ability to maintain a healthy work environment.
Causes of Incivility
While incivility can stem from individual personality traits, research suggests that organizational factors play a much larger role. Key drivers include:
* Organizational Culture: A lack of clear standards for conduct, a high-stress environment, and feelings of being overworked or undervalued can all contribute to uncivil behavior.
* Leadership: The behavior of leaders and supervisors has a powerful influence. If they are uncivil or fail to address the issue, it sends a message that such behavior is acceptable.
* Organizational Change: Periods of significant organizational change can create stress and uncertainty, leading to increased incivility as employees experience mixed emotions.
Solutions to Workplace Incivility
To combat this problem, research and experts recommend a proactive, multi-faceted approach:
* Set Clear Expectations: Organizations should define what constitutes civil and uncivil behavior and establish a code of conduct with clear consequences.
* Model Civil Behavior: Leaders and managers must lead by example, consistently demonstrating the respectful behavior they expect from their employees.
* Screen for Civility in Hiring: Recruiters should actively look for signs of good conduct and conflict-resolution skills in candidates.
* Provide Training: Training can help employees recognize uncivil behavior, understand its impact, and learn de-escalation strategies. It can also help address unconscious biases that may fuel incivility.
* Empower Employees to Report: Create a safe and supportive environment where employees feel comfortable reporting incidents without fear of reprisal.
* Hold Everyone Accountable: Incivility policies must be enforced consistently across all levels of the organization, regardless of an individual's position or performance.
* Gather Data: Use employee surveys, 360-degree reviews, and exit interviews to assess the workplace culture and identify patterns of incivility.
