Workplace Incivility

 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.

Incivility Erodes Productivity

 Workplace incivility, even in its subtle forms, can significantly erode productivity.

Decreased Focus and Concentration:

·      When employees experience or witness incivility, their mental energy is diverted from their tasks.

·      They may spend time ruminating on the negative interactions, leading to difficulty concentrating and reduced efficiency.

Reduced Motivation and Engagement:

·      Incivility can create a sense of disengagement and demotivation.

·      Employees may lose their enthusiasm for their work, resulting in lower quality output and reduced effort.

Impaired Communication and Collaboration:

·      A climate of incivility can hinder open communication and collaboration.

·      Employees may be hesitant to share ideas or participate in team projects, fearing negative responses.

·      This lack of communication can lead to errors, missed deadlines, and decreased innovation.

Increased Stress and Absenteeism:

·      Incivility contributes to heightened stress levels, which can lead to burnout and health problems.

·      Stressed employees are more likely to take sick leave or be absent, disrupting workflow and reducing productivity.

Damaged Team Dynamics:

·      Incivility can create tension and conflict within teams, disrupting team cohesion.

·      This can lead to decreased cooperation and a less productive work environment.

 Loss of Time:

·      Employees who are experiencing incivility, often spend time talking to other employees about the issue or trying to avoid the person that is causing the issue. This results in lost time that could have been used for productivity.

Workplace incivility creates a toxic environment that undermines employee well-being and hinders their ability to perform effectively.