From Rudeness to Respect: Addressing Workplace Incivility

By: Madhu Lata, Assistant Professor, Paari School of Business, SRM University AP

Workplace incivility is rampant, and so are its negative impacts. As per a poll, around 62% of employees experience uncivil behaviors at work at least twice a week. It has become a matter of significant concern among Indian managers, given that incivility has entered the corridors of Asian countries as well. Workplace incivility refers to low-intensity deviant workplace behaviors with a vague intention to harm the target. By indulging in uncivil behavior, the instigator violates the workplace norms for mutual respect. Examples of uncivil behaviors include making jokes about others, accusing someone of being incompetent, yelling at someone, sending rude emails, rating someone lower on an assessment, etc.

The Price of Incivility: Incivility takes a toll on the financial and psychological well-being of the organization. The costs of uncivil behaviors include:  

1. Reduced Cognitive Abilities: Incivility negatively affects employees’ cognitive functions. Victims of rude behaviors may suffer from poor concentration and inability to recall.
2. Decreased Creativity: Workplace incivility dampens creativity. In an experiment conducted at the University of Florida, employees treated rudely at work were 30% less creative than others. They were unable to come up with novel ideas.
3. Increased Negative emotion: Frequent experiences of uncivil behaviors severely undermine employees’ emotional and psychological well-being. It gives rise to anger, psychological distress, depression, anxiety, emotional exhaustion, fear, and sadness among employees.
4. Negative Job Attitudes: Mistreatment at work decreases employees’ performance, job satisfaction, and organizational commitment and increases turnover intention. It invites adverse reactions from victims. As per a poll of 800 respondents, victims of incivility intentionally decrease their work effort. They also reduce the number of hours spent at the workplace and the quality of their work.

Strategies for Promoting Civility in the Workplace

Drawing insights from recent research, the article outlines four actionable strategies for HR leaders to mitigate workplace incivility costs.

1. Teach Civility: Given that workplace incivility is a relatively new topic of concern among academicians and practitioners, many people need help understanding what it means to be civil. A study on instigated incivility revealed that 25% of the employees engaging in rude behavior did not recognize their act as uncivil. To address this issue, the organization should conduct regular training sessions for the managers and employees to educate them about incivility and its consequences. 

2. Adopt a Zero-Tolerance Policy for Incivility: The HR leaders should prioritize a culture of respect and civility. They should clearly outline the uncivil behaviors (e.g., making insulting remarks about someone, addressing someone in unprofessional terms, making jokes at someone’s expense) and consequences (e.g., demotion or disciplinary actions). By establishing a proper code of conduct, organizations can create a supportive work atmosphere where disrespectful behavior is unacceptable.
3. Model Respectful Behavior: HR managers and leaders should demonstrate the model behavior (e.g., actively listening during meetings and personal interactions, valuing all contributions, and respecting differing opinions and feedback). They should handle difficult situations calmly and constructively resolve conflicts (if any). This sets a standard for all the employees and encourages them to act in a civil manner during interactions. If the leaders at the top do not model and support civility, it will be nearly impossible to create a civil work atmosphere.
4. Reward Civil Behavior and Penalize Uncivil Behavior: The HR leaders should recognize the employees’ respectful behavior and reward them for reinforcing good behaviors. Collegiality should be an essential point of consideration during performance review. Also, the organization should take strict action for rude employees. Employees who are gifted but rude set off negative vibes. Organizations should not hesitate to fire talent for uncivil behaviors.

Conclusion: Workplace incivility is omnipresent and undermines the financial and psychological well-being of the organization. However, it can be tamed by making respect a priority in the workplace. The dream of creating a respectful work atmosphere can be successfully achieved with the proper set of HR policies and civility training.