Managing Workplace Incivility
Christine Porath is a Professor of Management at Georgetown University and a leading researcher on the topic of workplace incivility. Her work has focused on the effects of incivility on employees and organisations, as well as strategies for creating a more respectful and supportive work environment.
In her book "Mastering Civility: A Manifesto for the Workplace," Porath discusses the negative effects of incivility on employees, including decreased job satisfaction, increased stress and anxiety, and decreased performance. She also notes that incivility can have negative effects on the bottom line, including decreased productivity, increased turnover, and decreased customer satisfaction.
Porath's research has also highlighted the importance of respectful behaviour in the workplace. In a study of over 20,000 employees, she found that employees who experienced incivility were more likely to experience burnout and have negative attitudes towards their jobs. Conversely, employees who experienced respect and civility were more likely to be engaged and satisfied with their jobs.
One of the key strategies Porath recommends for creating a more respectful workplace is to prioritise communication and collaboration. By encouraging employees to work together and communicate openly, organisations can foster a culture of respect and reduce the likelihood of incivility. She also recommends providing training and education to employees and leaders on the importance of respectful behaviour in the workplace.
In addition to her research, Porath has been a vocal advocate for creating a more civil workplace culture. In a Harvard Business Review article titled "The Price of Incivility," she argued that organisations must take action to address incivility and create a more respectful workplace culture. She also provided strategies for dealing with incivility, such as confronting the offender and seeking support from others.
Overall, Christine Porath's work has been instrumental in raising awareness of the negative effects of workplace incivility and providing strategies for creating a more respectful and supportive work environment. Her research and advocacy have helped to shape the conversation around workplace culture and promote the importance of civility in the workplace.
Incivility in work
The workplace is supposed to be a professional environment where people work together to achieve common goals. However, in many workplaces, incivility has become a common occurrence, and it can have significant negative effects on employee well-being, job satisfaction, and productivity. In this article, we will explore the causes, consequences, and solutions to incivility in the workplace.
What is Workplace Incivility?
Incivility is defined as rude or disrespectful behaviour that is displayed through actions, words, or gestures. In the workplace, this can include behaviour such as ignoring or interrupting colleagues, speaking rudely or condescendingly, spreading rumours or gossip, and belittling or demeaning others. Although these behaviours may seem minor, they can have significant negative effects on employee well-being and job satisfaction.
Causes of Workplace Incivility
There are many factors that can contribute to the prevalence of incivility in the workplace. One of the most common causes is stress. When employees are under a lot of pressure to meet deadlines or achieve performance targets, they may become more irritable and prone to displaying uncivil behaviour. Additionally, some people may have personality traits that make them more likely to engage in uncivil behaviour, such as a lack of empathy or a tendency towards aggression.
Another factor that can contribute to incivility in the workplace is the culture of the organisation. If the organisation values competition over collaboration or prioritises individual achievement over teamwork, this can create an environment where employees are more likely to engage in uncivil behaviour towards one another. Additionally, if leaders within the organisation do not model respectful behaviour, this can create a culture where incivility is tolerated or even encouraged.
Consequences of Workplace Incivility
The consequences of workplace incivility can be significant. Employees who experience incivility may feel stressed, anxious, or demoralised, which can have negative effects on their job performance and overall well-being. Additionally, employees who are the targets of uncivil behaviour may be more likely to miss work or leave the organisation altogether, leading to increased turnover and decreased productivity.
In addition to the negative effects on individual employees, workplace incivility can also have broader implications for the organisation. If incivility is allowed to go unchecked, it can create a toxic work environment where employees are afraid to speak up or contribute their ideas, leading to decreased innovation and creativity.
Solutions to Workplace Incivility
Fortunately, there are many steps that organisations can take to address workplace incivility and create a more respectful and supportive work environment. One of the most important steps is to prioritise communication and collaboration. By encouraging employees to work together and communicate openly, organisations can foster a culture of respect and reduce the likelihood of incivility.
Another important solution is to provide training and education to employees and leaders on the importance of respectful behaviour in the workplace. This can include workshops on conflict resolution, communication skills, and emotional intelligence. By providing employees with the tools and resources they need to handle challenging situations in a constructive way, organisations can create a culture where incivility is less likely to occur.
Leadership also plays a crucial role in addressing workplace incivility. Leaders should model respectful behaviour and hold themselves and their employees accountable for always displaying professional and respectful behaviour. Additionally, leaders should be proactive in addressing incidents of incivility when they occur, rather than ignoring or downplaying them.
Finally, organisations can create policies and procedures that explicitly prohibit incivility in the workplace and provide employees with a clear process for reporting incidents of uncivil behaviour.
What should leadership do? – In one simple respect.
Respect in the workplace is an essential element that drives employee satisfaction, productivity, and overall organisational success. It plays a crucial role in building a healthy work environment and promoting positive relationships among employees. When employees feel respected, they are more likely to be motivated, engaged, and committed to their work. Therefore, it is crucial for organisations to prioritise respect in the workplace and take steps to increase it.
The Need for Respect at Work
Respect is a fundamental human need that is essential for building healthy relationships in all aspects of life, including the workplace. When employees feel respected, they are more likely to trust their colleagues and managers, collaborate effectively, and communicate openly. A lack of respect in the workplace can lead to negative outcomes such as employee turnover, low morale, and reduced productivity. Moreover, a disrespectful workplace can also lead to legal issues, such as discrimination or harassment claims.
The simplest & easiest way to foster respect is to ensure leaders smile, greet workers positively, show genuine interest in individuals & always to listen attentively.
Other ways to Increase Respect at Work
Lead by Example: One of the most effective ways to increase respect in the workplace is for leaders to lead by example. Managers and executives should model respectful behaviour and demonstrate how to communicate and interact with employees in a respectful manner. When leaders show respect to their employees, it creates a positive culture and helps to build trust and rapport.
Communicate Openly and Effectively: Communication is a critical component of respect in the workplace. Organisations should foster a culture of open communication where employees feel comfortable sharing their ideas, opinions, and concerns. Employers should encourage their employees to speak up and create an environment where everyone's voice is heard and respected.
Foster Diversity and Inclusion: Embracing diversity and inclusion is another way to increase respect in the workplace. Companies that value diversity and actively promote it tend to have a more respectful workplace. Organisations should ensure that their policies and practices support diversity and inclusion and that all employees are treated fairly and respectfully, regardless of their background.
Provide Regular Feedback and Recognition: Providing regular feedback and recognition is a crucial part of showing respect to employees. Managers should provide constructive feedback to help employees improve their performance, and recognise their contributions to the team. This helps to build trust and respect between employees and their managers.
Provide Professional Development Opportunities: Providing professional development opportunities shows employees that their employers respect their talents and skills. It also helps employees to grow professionally and increases their job satisfaction. Organisations should invest in their employees' development by offering training, coaching, and mentoring programs.
Foster Work-Life Balance: Maintaining work-life balance is essential for employee well-being and job satisfaction. Employers should provide flexible work arrangements, such as remote work options, flexible schedules, or part-time work, to help employees balance their work and personal lives. This shows that employers respect their employees' needs and value their well-being.
In conclusion, respect is an essential element that drives employee satisfaction, productivity, and overall organisational success. Employers should prioritise respect in the workplace by leading by example, fostering open communication, embracing diversity and inclusion, providing regular feedback and recognition, offering professional development opportunities, and promoting work-life balance. When employees feel respected, they are more likely to be motivated, engaged, and committed to their work, which ultimately leads to better organisational outcomes.
