Do the actions of your employees mirror your organization’s values for civility? When employee behaviors and engagement do not align with the company’s values, workplace incivility results.
Most employees have experienced an adverse encounter in the workplace that left them feeling disrespected, angry, threatened, or even prepared to quit. For example, a recent Harvard Business Review study concludes that workplace incivility has steadily increased over the last two decades. The study concluded that 76% of respondents (employees, managers, and organizational leaders) witness workplace incivility at least two to three times a month.
Workplace incivility leads to job dissatisfaction, reduced employee engagement, disputes, loss of productivity, and turnover. When leaders notice engagement in negative behaviors, such as insensitivity, impatience, or bullying, it’s time to act.
Let’s explore the underlying causes of incivility and ways leaders can address these challenges.
SOCIETAL INFLUENCES
Societal factors that influence behavior at work include social media, political activism, and the news media. There are pros and cons to these influences on workplace employees.
Positive influences include saying thank you, opening doors, speaking quietly in public, and respecting personal space. Negative behaviors such as speaking loudly on cell phones in public, talking over others, and verbally or physically attacking those who disagree with one’s position are more common and on the rise.
This increasing trend of incivility easily transfers into a business environment. Leaders may notice behaviors such as yelling, interrupting, talking over coworkers, or arriving late for a meeting. These behaviors can deepen into actions such as not disclosing a work assignment to a colleague or not reporting an absence to a supervisor.
Observing and staying informed of local and national issues helps leaders recognize potential or ongoing issues. Acknowledging those issues in the workplace can make employees feel seen and heard. Recognizing and addressing these connections in the workplace is a significant step to cultivating a respectful work environment that respects various perspectives.
THE TREND OF DIVERSITY AND INCLUSION
As workplaces are increasingly represented by diverse employees, it’s essential for leaders to be mindful of how employees interact with one another.
Like the Golden Rule, employees may decide to treat others how they prefer to be treated. The perception is that their behavior should be acceptable to others. However, their behavior may be interpreted as problematic or offensive to others who do not have the same personal values or lived experiences.
The concept of the Platinum Rule takes the Golden Rule one step further, meaning “I’ll treat you the way YOU want to be treated and NOT how I think you want to be treated.” Using the guiding principle of the Platinum Rule can foster a sense of belonging among employees. Inclusive environments that embrace diversity allow leaders to harness the full potential of a positive culture and a productive workforce.
COMPANY VALUES
There seems to be an expectation of leaders that employees will instinctively adapt their personal behaviors to align with the company’s mission, values, and culture. Unfortunately, this assumption is misleading. Employees bring their own personal beliefs and lived experiences to work, and while those beliefs may reflect current societal norms, they may not be consistent with organizational traditional practices or values. When your organization defines its mission and values, employees are less likely to attach personal beliefs to their work environment. Establishing core values sets the tone and expectations for employees. Further, it clarifies the goals of the organization and how to appropriately interact with and treat others.
In addition to monitoring behavioral cues, it’s imperative that managers, supervisors, and other leaders implement company policies. Clearly outline company guidelines that specify acceptable behaviors versus inappropriate engagements in the workplace. Require each employee to read and acknowledge the guidelines, and then act on inappropriate behavior by giving constructive feedback to redirect them.
Holding employees accountable for the organization’s values is critical for success. Otherwise, an organization may be at risk of discriminatory practices, loss of productivity, poor morale, or even lawsuits.
“Dedicate yourself to a core set of values.
Without them, you will never be able to find personal fulfillment,
and you will never be able to lead effectively.” – Kenneth Chenault
STRATEGIES TO INSPIRE WORKPLACE CIVILITY
Promoting open communication is vital for managers, supervisors, and corporate leaders. Key strategies for creating a respectful, positive work culture that aligns with core values include:
- Defining organizational values and implementing policies.
- Leading with a sense of belonging and modeling behaviors that reflect organizational values.
- Creating a psychologically safe space where employees can express concerns, suggestions, and ideas builds trust and strengthens professional relationships.
- Providing timely constructive performance feedback.
- Addressing conflicts or acts of incivility promptly and fairly.
- Implementing a reward program to acknowledge acceptable behaviors.
- Investing in training and development initiatives that reinforce a respectful work environment.
- Incorporating training on acceptable behaviors for your organization during the onboarding process.
- Leading with a sensitivity towards employees by acknowledging societal events.
Creating and maintaining a respectful work environment is the key to civility in the workplace. By recognizing the influence of company values, societal influences, embracing diversity, and implementing actionable steps, leaders can foster a culture of kindness, inclusivity, and professionalism. Being intentional about leading employees to embrace organizational values can result in their behavior mirroring the company brand. Ultimately, increasing employee engagement, retention, and productivity.
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