Today’s workplace is ever-changing, but one thing remains constant: the most productive, profitable workplaces are also the ones that deliberately cultivate a culture of civility and respect. In order to promote such a culture, employers must encourage and enable their employees to improve upon their ability to effectively manage their workplace behavior and address workplace incivility when it arises, in-person or virtually. The following four lenses will be helpful to evaluate how your organization assesses its approach to workplace civility:
- Self-Reflection on Personal Conduct
- Are your employees aware of the potential impact of their workplace behaviors?
- Have they been given feedback and strategies to improve how they are perceived at work?
- Reacting and Responding to Uncivil Behavior
- When confronted with incivility in the workplace, how do people respond? Do they retaliate or do they constructively manage the situation?
- What strategies, if any, does your staff employ when they are on the receiving end of uncivil behavior?
- Ability to Address Incivility
- How capable and comfortable are employees at addressing workplace incivility with one another? With leadership?
- Bystander Behaviors
- Do employees effectively respond when they witness incivility towards others in the workplace? Do they speak up or report what they saw? Stay silent?
If any of these questions have you curious as to how your own workplace culture might be improved upon, then let Workplace Performance Solutions be your guide.
Offering individual self-assessment opportunities to help create awareness along with robust strategies to address instances of uncivil behavior, our Personal Respect Barometer™ enhances the ability of both leaders and employees to create and maintain a culture of workplace civility.
With these game-changing tools at your disposal, you can provide your employees with strategies to reduce stress, improve individual self-awareness, and communicate respectfully and productively with one another.
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Having worked with companies for more than 25 years on leadership development, civility, and performance, I have learned one thing for certain: every company has a distinct culture, either by design (intentional) or by default (unintentional).
I sometimes get asked about the relationship between micro-inequities and workplace incivility. With current racial tensions in the background, let’s take a look at this question.
Eye-rolling, heavy sighs, sarcasm, gossip, tardiness, deliberate withholding of information, and failure to greet or acknowledge others are all common forms of workplace incivility.
Here’s a great question to ponder: “How might you become a stronger voice for a healthier workplace?”
The COVID-19 pandemic has not only reinforced the importance of civility in the workplace, but it has impacted its implementation and practice as well.
In a recent workshop, as we were reviewing the list of behaviors that are considered workplace incivility, a manager exclaimed, “Are we now teaching people in the workplace basic manners? Is this what we have come to?!”
How often do employees at your company talk about colleagues who upset or offended them?
Do people really intend to be dismissive, belittling or inconsiderate when they engage in those seemingly insignificant behaviors that we refer to as workplace incivility?
Today’s workplace is ever-changing, but one thing remains constant: the most productive, profitable workplaces are also the ones that deliberately cultivate a culture of civility and respect.
If you have refrained from taking action to deal with incivility in your workplace, you must have had good reasons to do so.
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