Although the concepts of bullying and harassment in the workplace are widely recognised, and many businesses have established policies to address these issues, the idea of ‘workplace incivility’ is less discussed. Moreover, rude or discourteous behaviour at work is often overlooked, tolerated, and even treated humorously.
This month, we delve into the meaning of incivility in the workplace, explaining the risks it presents and emphasising the importance of addressing incivility in order to prevent workplace bullying.
What Constitutes Workplace Incivility?
Incivility encompasses a variety of behaviours that vary in how often they occur, how intense they are, and how long they last. It may involve both rude and disrespectful verbal or non-verbal behaviours which, while potentially less severe than bullying, can still cause harm or induce stress.
Examples include:
- Undermining People
- Social Exclusion
- Ignoring Requests and Withholding Information
- Taking Credit for Others’ Contributions
- Abusive Supervision
- Disparaging Ideas
- Spreading Rumours
- Making Belittling Comments or Employing Dismissive Body Language (Eye Rolling)
- Sending Unpleasant/Rude Emails
Most people perceive incivility as overt actions, such as loud, rude, or aggressive behaviour. However, in reality, exposure to micro-incivilities, such as dismissing views, rolling your eyes when someone is talking, or withholding important information, over an extended period, can cause significant harm and is often more challenging to address.
Can It Lead To More Serious Bullying?
Bullying refers to ongoing inappropriate behaviour that undermines someone’s right to dignity at work. A single incident is not considered to be bullying; it must involve a consistent pattern of inappropriate behaviour.
Where incivility infiltrates an organisation and starts to become the norm, the likelihood of more severe abusive behaviours, such as bullying and harassment, occurring within that organisation increases.
Legal Consequences of Workplace Incivility
In the UK, workplace incivility does not constitute a standalone legal claim, but it can result in legal repercussions, particularly if it escalates into or is linked with bullying or harassment related to a protected characteristic (like age, race, disability, religion, etc) under the Equality Act 2010.
Severe incivility can greatly erode the trust and confidence within an employment relationship. If an employee decides to resign because of these breaches, they may have a valid reason to pursue a claim of constructive unfair dismissal.
The Impact of Workplace Incivility
Workplace incivility is a common problem that has serious repercussions for employees, teams and businesses. According to a CIPD survey, just over a third of UK workers reported undergoing either a major conflict or an ongoing challenging relationship over the previous year.
Disrespectful behaviour affects individual performance, safety and trust, often causing individuals to hesitate before fully engaging, sharing their thoughts or ideas or even seeking assistance. It is associated with higher anxiety, depression and feelings of burnout, reduced self-esteem, and job satisfaction, as well as increased absenteeism. Due to stress and worry, employees may struggle to concentrate, make more mistakes and find it harder to perform their tasks effectively. This can result in decreased job satisfaction and a weakened connection to the organisation, which may cause them to avoid their workplace and or in severe cases, look for new employment.
Incivility undermines trust and collaboration, resulting in strained interpersonal interactions that hinder effective teamwork and information sharing. If left unchecked, incivility can normalise disrespectful behaviour, as witnessing incivility can create a ‘spillover effect’ where other employees begin to exhibit uncivil behaviours, thus perpetuating a toxic work culture. A negative work environment increases the likelihood of employees leaving, leading to high turnover rates for the business.
Ultimately, the cumulative effects of low morale, poor performance and high turnover will negatively impact the business’s reputation and profitability.
How to Address Workplace Incivility
Employers are responsible for making sure their employees have a safe workplace and are treated with dignity. Early intervention is crucial in managing incivility in the workplace, and as an employer, you must raise awareness of what workplace incivility entails while fostering a respectful and open environment. Below are some strategies that can help prevent incivility in the workplace:
- Lead by Example: Many employees tend to emulate the behaviour of their leaders, making it essential to be respectful to everyone. This establishes the standard for the entire team and communicates that this is the only behaviour that is tolerated and accepted.
- Do Not Excuse Disrespectful Behaviour: Some managers might overlook or tolerate disrespectful employees if they produce high-quality work and excel in their role. As an employer, it is your responsibility to confront an employee’s poor attitude and work with them to improve it.
- Set Clear Expectations: Create and share a code of conduct that explicitly defines unacceptable behaviour, including specific examples. Implement a zero-tolerance policy for incivility, as well as bullying and harassment, and ensure that appropriate consequences are applied when the rules are violated.
- Educate employees: Where possible, provide training to raise awareness of incivility, including its common signs and effects, to help people recognise and prevent it.
- Train Managers with Skills in Conflict Resolution: Active listening and emotional intelligence to manage difficult discussions and de-escalate tense situations.
- Create Safe, Confidential and Anonymous Channels: Allow employees to report instances of incivility without fear of retaliation.
- Respond Promptly and Appropriately: When concerns or complaints are raised, show your employees you take their feelings seriously.
- Promote Inclusivity: Foster an environment where all employees feel their opinions are valued and are motivated to share ideas, especially those from underrepresented groups.
Next Steps
Recognising and tackling workplace incivility is not just a legal requirement; it will also improve your company’s culture, lead to a happier and more productive team, and strengthen your employer brand in the process.
If you need help addressing workplace incivility in your business, contact our expert employment team on 0330 173 3980 or email us today.
