{"id":14450,"date":"2025-11-21T14:11:51","date_gmt":"2025-11-21T19:11:51","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=14450"},"modified":"2025-11-21T14:11:51","modified_gmt":"2025-11-21T19:11:51","slug":"workplace-incivility-why-your-tough-culture-is-killing-your-profits","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/workplace-incivility-why-your-tough-culture-is-killing-your-profits\/","title":{"rendered":"Workplace Incivility: Why Your \u2018Tough Culture\u2019 is Killing Your Profits"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Several years ago, a Fortune 500 tech company proudly described itself as having a \u201ctough\u201d culture, where blunt communication was prized. Performance was strong, so the executive team initially dismissed complaints about rude behavior. But these small acts of disrespect\u2014eye rolls, interruptions, curt emails\u2014were slowly poisoning the work environment.\u00a0\u00a0 Employee engagement plummeted, innovation stalled, and turnover among top performers climbed to 30% above the industry average. Customer complaints rose 34% as internal culture affected service. An estimated $20 million in productivity losses were linked to disengagement and conflict. As the former CTO explained, \u201cWe thought we were just being direct and results-focused. We didn\u2019t realize we were creating a toxic environment that was killing our business from the inside.\u201d\u00a0 Like the executives in this example, some leaders might discount reports of incivility, rudeness, and disrespect\u2014saying employees are too sensitive. But left unaddressed, these behaviors erode profits. According to a SHRM analysis, incivility costs U.S. employers roughly $2 billion a day in reduced productivity and absenteeism. Another report puts the annual cost of incivility at $14,000 per employee.\u00a0\u00a0 Incivility demands C-suite attention\u00a0 When rudeness goes unchecked, trust evaporates, people shut down, and top talent walks out the door. And if leaders don\u2019t take that seriously, they\u2019re leaving money on the table. Research published in the Harvard Business Review shows how incivility affects the bottom line:\u00a0\u00a0 Poor performance: 66% of employees who experienced incivility said their performance declined. Even witnessing rude behavior can cut performance by 20%.\u00a0 Distraction: 80% of employees lose work time worrying about incidents of disrespect.\u00a0 Less innovation: people who are treated rudely are 30% less creative and produce 25% fewer ideas.\u00a0 Disengagement: 78% said their commitment to an organization declined after experiencing rude behavior.\u00a0 Higher turnover: 12% of employees quit because of incivility, and replacing each one costs 150\u2013200% of their salary.\u00a0 Legal risk: Patterns of disrespect might escalate into hostility and even litigation; a single employment case can cost up to $250,000.\u00a0\u00a0 It\u2019s clear that incivility\u2014while tempting to overlook\u2014depresses performance, raises costs, and exposes organizations to avoidable compliance and reputational risk.\u00a0 Why civility is so hard to manage\u00a0 Incivility is subjective and often unnoticed. It rarely rises to the level of overt harassment or discrimination, so employees are unlikely to lodge formal complaints. Instead, the most common acts of incivility in the workplace are interrupting, being dismissive or rude, withholding information, and gossiping or spreading rumors.\u00a0\u00a0 Even when these behaviors are unintentional, they can erode psychological safety\u2014the foundation for trust, creativity, and collaboration. And because everyone defines \u201crespect\u201d differently, depending on their culture, generation, and personality, what feels like straightforward communication to one person can feel disrespectful to another.\u00a0 Imagine a manager says to his multigenerational team, \u201cThis report is not acceptable. I expect it to be redone by noon tomorrow.\u201d The baby boomer on the team might think, \u201cThat\u2019s direct feedback. Great.\u201d But the Gen Z employee thinks, \u201cThat language was disrespectful and rude. Mistakes should be learning experiences. This workplace isn\u2019t psychologically safe, and I\u2019m looking for another job.\u201d \u00a0 Same message, two different interpretations. That\u2019s the challenge for leaders and why generic solutions don\u2019t work. Without data, you\u2019re guessing at the root cause and what might fix it.\u00a0 How leaders can stop the profit bleed\u00a0 Promoting civility isn\u2019t coddling people; it creates an environment where people can focus, collaborate, and produce results. To build respectful workplaces, leaders need to observe group dynamics, establish norms, and promote psychological safety.\u00a0 1. Observe and listen to reveal signs of trouble The first step in addressing incivility is awareness. Leaders need to pay attention to the subtle signals that something may be wrong:\u00a0 Are meetings consistently running long because of tension or conflict?\u00a0 Do certain employees avoid working with particular colleagues?\u00a0\u00a0 Are once-engaged team members suddenly quiet, withdrawn, or calling in sick more often?\u00a0\u00a0 Do emails or chat messages sound terse or dismissive?\u00a0 Then, leaders should create opportunities for employees to share feedback safely. If people don\u2019t feel psychologically secure enough to speak up in a group, try one-on-one check-ins or anonymous pulse surveys that ask questions like, \u201cOn a scale of 1\u201310, how respectful was our collaboration this week?\u201d\u00a0 2. Document patterns and get the data Once you\u2019ve observed warning signs, start documenting what you see. Track when and where incivility occurs\u2014missed meetings, tense interactions, or abrupt emails\u2014and note the context. Are problems linked to deadlines, leadership changes, or specific teams?\u00a0 Look for patterns, not isolated incidents. Logging these behaviors helps separate emotion from evidence. Over time, this record becomes a valuable data source you can use to brief the executive team or HR on what\u2019s really happening. 3. Intervene before problems multiply Small acts of incivility can snowball into hostility if leaders don\u2019t step in quickly. Address them before frustration turns into disengagement or legal risk.\u00a0 Start by resetting expectations. Teams need explicit norms for how they communicate, debate, and deliver feedback. Shift the focus from blaming individuals to building a shared standard of respect. Ask, \u201cWhat do we need to do to create a high-performing, respectful team?\u201d and make those expectations part of your everyday culture.\u00a0\u00a0 Use behavior-focused feedback. Describe what you observed and how it affected others. For example: \u201cWhen you interrupted Jane in the meeting, it cut the conversation short and discouraged others from contributing.\u201d This approach clarifies the issue without attacking someone or their intentions.\u00a0 Many managers simply aren\u2019t aware of how their tone or style lands with others. Coaching helps uncover these blind spots, especially across generational or cultural lines.\u00a0 4. Escalate: Know when to seek outside help When issues persist or appear across multiple teams, it\u2019s a sign the problem is bigger than one manager or department. Systemic incivility requires an objective, data-driven approach that internal teams often can\u2019t provide on their own. That\u2019s when it\u2019s time to bring in outside expertise.\u00a0 A psychosocial risk assessment provides hard data\u2014identifying patterns of disrespect, disengagement, and distrust across teams. The result is a clear map of where incivility exists, what\u2019s driving it, and how much it\u2019s costing the organization. When you can show that a manager\u2019s abrasive tone is costing the company $200,000 in lost productivity, you have the evidence needed to drive meaningful, accountable change.\u00a0 The competitive advantage of civility\u00a0 Companies that treat civility and respect as strategic priorities innovate faster, retain top talent, and operate more efficiently. Consider the following examples:\u00a0\u00a0 Microsoft saw a 32% increase in innovation metrics and an 8% reduction in attrition after focusing on civil behavior.\u00a0\u00a0 Cisco CEO Chuck Robbins credited $36 million in annual savings to a civility initiative that reduced toxic behaviors and boosted collaboration.\u00a0 And our Fortune 500 tech company? After implementing a psychosocial risk assessment and targeted leadership coaching, the business saw a 65% reduction in turnover and a 34% productivity increase within the first year.\u00a0\u00a0\u00a0 Civility is more than simply being nice or politically correct. When leaders have zero tolerance for rude behavior, organizations build winning cultures where people feel respected, trusted, and empowered to contribute their best work.\u00a0 Curious if a psychosocial risk assessment might benefit your organization? At the Center for Organizational Effectiveness, powered by Workplace Options, we help companies uncover the real costs of incivility and partner with them to design targeted interventions. Register for \u201cBuilding Workplace Trust: The Key to Organizational Health and Effectiveness\u201d to watch Shelley Willingham\\'s presentation on Workplace Incivility on demand.\u00a0\u00a0\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span data-contrast=\"auto\">Several years ago, a Fortune 500 tech company proudly described itself as having a \u201ctough\u201d culture, where blunt communication was prized. Performance was strong, so the executive team initially dismissed complaints about rude behavior. But these small acts of disrespect\u2014eye rolls, interruptions, curt emails\u2014were slowly poisoning the work environment.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Employee engagement plummeted, innovation stalled, and turnover among top performers climbed to<\/span><span data-contrast=\"auto\"> 30% above the industry average. Customer complaints rose 34% as internal culture affected service. An estimated $20 million in productivity losses were linked to disengagement and conflict. <\/span><span data-contrast=\"auto\">As the <\/span><span data-contrast=\"auto\">former CTO <\/span><span data-contrast=\"auto\">explained, \u201c<\/span><span data-contrast=\"auto\">We thought we were just being direct and results-focused. We didn\u2019t realize we were creating a toxic environment that was killing our business from the inside.\u201d<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Like the executives in this example, some leaders might discount reports of incivility, rudeness, and disrespect\u2014saying employees are too sensitive. But left unaddressed, these behaviors erode profits. According to a SHRM analysis, incivility costs U.S. employers roughly <\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/employee-relations\/incivility-s-cost-to-employers---2-billion-a-day#:~:text=August%208%2C%202024%20%7C%20Kathryn%20Mayer,in%20the%20workplace%20each%20day.)\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">$2 billion a day<\/span><\/a><span data-contrast=\"auto\"> in reduced productivity and absenteeism. Another report puts the annual cost of incivility at <\/span><a href=\"https:\/\/www.inc.com\/amy-morin\/your-rude-co-workers-cost-your-company-an-extra-14000-per-employee-according-to.html\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">$14,000 per employee<\/span><\/a><span data-contrast=\"auto\">.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<h2><b><span data-contrast=\"auto\">Incivility demands C-suite attention<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h2>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-14451 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-2167605466-1024x683.jpg\" alt=\"Mid adult leader man complaining to employee at office\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-2167605466-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-2167605466-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-2167605466-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-2167605466-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-2167605466-2048x1365.jpg 2048w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-2167605466-600x400.jpg 600w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<p><span data-contrast=\"auto\">When rudeness goes unchecked, trust evaporates, people shut down, and top talent walks out the door. And if leaders don\u2019t take that seriously, they\u2019re leaving money on the table. <\/span><span data-contrast=\"none\">Research published in the <\/span><a href=\"https:\/\/hbr.org\/2013\/01\/the-price-of-incivility\" target=\"_blank\" rel=\"noopener\"><i><span data-contrast=\"none\">Harvard Business Review<\/span><\/i><\/a><span data-contrast=\"none\"> shows how incivility affects the bottom line:\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Poor performance: <\/span><\/b><span data-contrast=\"auto\">66% of employees <\/span><span data-contrast=\"auto\">who experienced incivility said their performance declined.<\/span> <span data-contrast=\"auto\">Even witnessing rude behavior can cut performance by <\/span><span data-contrast=\"auto\">20%.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"2\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Distraction: <\/span><\/b><span data-contrast=\"auto\">80% of employees lose work time worrying about incidents of disrespect.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"3\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Less innovation<\/span><\/b><span data-contrast=\"auto\">: people who are treated rudely are 30% less creative and produce 25% fewer ideas.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:720,&quot;335559737&quot;:0,&quot;335559738&quot;:240,&quot;335559739&quot;:240,&quot;335559740&quot;:279,&quot;335559991&quot;:360}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"4\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Disengagement: <\/span><\/b><span data-contrast=\"auto\">78% said their commitment to an organization declined after experiencing rude behavior<\/span><b><span data-contrast=\"auto\">.<\/span><\/b><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"5\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Higher turnover<\/span><\/b><span data-contrast=\"auto\">: <\/span><span data-contrast=\"auto\">12% of employees quit because of incivility, and replacing each one costs 150\u2013200% of their salary.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"1\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"6\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Legal risk: <\/span><\/b><span data-contrast=\"none\">Patterns of disrespect might escalate into hostility and even litigation; a single employment case can <\/span><a href=\"https:\/\/nakaselawfirm.com\/employers-attorneys\/how-much-does-it-cost-to-defend-an-employment-lawsuit\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">cost up to $250,000<\/span><\/a><span data-contrast=\"none\">.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"none\">It\u2019s clear that incivility\u2014while tempting to overlook\u2014depresses performance, raises costs, and exposes organizations to avoidable compliance and reputational risk.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559685&quot;:0,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<h2><b><span data-contrast=\"auto\">Why civility is so hard to manage<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"auto\">Incivility is <\/span><span data-contrast=\"auto\">subjective and often unnoticed<\/span><span data-contrast=\"auto\">. It rarely rises to the level of overt harassment or discrimination, so employees are unlikely to lodge formal complaints. Instead, the most common acts of incivility in the workplace are interrupting, being dismissive or rude, withholding information, and gossiping or spreading rumors.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Even when these behaviors are unintentional, they can erode <\/span><a href=\"https:\/\/www.workplaceoptions.com\/wpo-psychological-safety-study-the-leadership-blueprint-for-building-engaged-resilient-workforces\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">psychological safety<\/span><\/a><span data-contrast=\"auto\">\u2014the foundation for trust, creativity, and collaboration. And because everyone defines \u201crespect\u201d differently, depending on their culture, generation, and personality, what feels like straightforward communication to one person can feel disrespectful to another.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Imagine a manager says to his multigenerational team, \u201cThis report is not acceptable. I expect it to be redone by noon tomorrow.\u201d The baby boomer on the team might think, <\/span><i><span data-contrast=\"auto\">\u201cThat\u2019s direct feedback. Great.\u201d <\/span><\/i><span data-contrast=\"auto\">But the Gen Z employee thinks, <\/span><i><span data-contrast=\"auto\">\u201cThat language was disrespectful and rude. Mistakes should be learning experiences. This workplace isn\u2019t psychologically safe, and I\u2019m looking for another job.\u201d<\/span><\/i> <span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Same message, two different interpretations. That\u2019s the challenge for leaders and why <\/span><span data-contrast=\"auto\">generic solutions don\u2019t work. Without data, <\/span><span data-contrast=\"auto\">you\u2019re guessing at the root cause and what might fix it.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<h2><b><span data-contrast=\"auto\">How leaders can stop the profit bleed<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h2>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-14452 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-1560826503-1024x540.jpg\" alt=\"asian depressed female nurse is upset and medical team are discussing solutions in hospital\" width=\"1024\" height=\"540\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-1560826503-1024x540.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-1560826503-300x158.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-1560826503-768x405.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-1560826503-1536x810.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-1560826503-2048x1080.jpg 2048w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/11\/GettyImages-1560826503-600x316.jpg 600w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/540;\" \/><\/p>\n<p><span data-contrast=\"auto\">Promoting civility isn\u2019t coddling people; it creates an environment where people can focus, collaborate, and produce results. To build respectful workplaces, leaders need to observe group dynamics, establish norms, and promote psychological safety.\u00a0<\/span><\/p>\n<h3><b><span data-contrast=\"auto\">1. Observe and listen to reveal signs of trouble<\/span><\/b><\/h3>\n<p><span data-contrast=\"auto\">The first step in addressing incivility is awareness. Leaders need to pay attention to the subtle signals that something may be wrong:<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"6\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Are meetings consistently running long because of tension or conflict?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"6\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"2\" data-aria-level=\"1\"><span data-contrast=\"auto\">Do certain employees avoid working with particular colleagues?\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"6\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"3\" data-aria-level=\"1\"><span data-contrast=\"auto\">Are once-engaged team members suddenly quiet, withdrawn, or calling in sick more often?\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"6\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"4\" data-aria-level=\"1\"><span data-contrast=\"auto\">Do emails or chat messages sound terse or dismissive?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"auto\">Then, leaders should create opportunities for employees to share feedback safely. If people don\u2019t feel psychologically secure enough to speak up in a group, try one-on-one check-ins or anonymous pulse surveys that ask questions like, \u201cOn a scale of 1\u201310, how respectful was our collaboration this week?\u201d\u00a0<\/span><\/p>\n<h3><b><span data-contrast=\"auto\">2. Document patterns and get the data<\/span><\/b><\/h3>\n<p><span data-contrast=\"auto\">Once you\u2019ve observed warning signs, start documenting what you see. Track when and where incivility occurs\u2014missed meetings, tense interactions, or abrupt emails\u2014and note the context. Are problems linked to deadlines, leadership changes, or specific teams?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Look for patterns, not isolated incidents. Logging these behaviors helps separate emotion from evidence. Over time, this record becomes a valuable data source you can use to brief the executive team or HR on what\u2019s really happening.<\/span><\/p>\n<h3><b><span data-contrast=\"auto\">3. Intervene before problems multiply<\/span><\/b><\/h3>\n<p><span data-contrast=\"auto\">Small acts of incivility can snowball into hostility if leaders don\u2019t step in quickly. Address them before frustration turns into disengagement or legal risk.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Start by resetting expectations.<\/span><\/b><span data-contrast=\"auto\"> Teams need explicit norms for how they communicate, debate, and deliver feedback. Shift the focus from blaming individuals to building a shared standard of respect. Ask, \u201cWhat do we need to do to create a high-performing, respectful team?\u201d and make those expectations part of your everyday culture.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Use behavior-focused feedback.<\/span><\/b><span data-contrast=\"auto\"> Describe what you observed and how it affected others. For example: \u201cWhen you interrupted Jane in the meeting, it cut the conversation short and discouraged others from contributing.\u201d This approach clarifies the issue without attacking someone or their intentions.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Many managers simply aren\u2019t aware of how their tone or style lands with others. Coaching helps uncover these blind spots, especially across generational or cultural lines.\u00a0<\/span><\/p>\n<h3><b><span data-contrast=\"auto\">4. Escalate: Know when to seek outside help<\/span><\/b><\/h3>\n<p><span data-contrast=\"auto\">When issues persist or appear across multiple teams, it\u2019s a sign the problem is bigger than one manager or department. Systemic incivility requires an objective, data-driven approach that internal teams often can\u2019t provide on their own. That\u2019s when it\u2019s time to bring in outside expertise.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">A <\/span><a href=\"https:\/\/consulting.workplaceoptions.com\/mitigating-psychosocial-risks-in-the-workplace\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">psychosocial risk assessment<\/span><\/a><span data-contrast=\"auto\"> provides hard data\u2014identifying patterns of disrespect, disengagement, and distrust across teams. <\/span><span data-contrast=\"auto\">The result is a clear map of where incivility exists, what\u2019s driving it, and how much it\u2019s costing the organization. When you can show that a manager\u2019s abrasive tone is costing the company $200,000 in lost productivity, you have the evidence needed to drive meaningful, accountable change.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<h2><b><span data-contrast=\"auto\">The competitive advantage of civility<\/span><\/b><span data-ccp-props=\"{}\">\u00a0<\/span><\/h2>\n<p><span data-contrast=\"auto\">Companies that treat civility and respect as strategic priorities innovate faster, retain top talent, and operate more efficiently. Consider <\/span><a href=\"https:\/\/www.hrmorning.com\/articles\/workplace-incivility-costs\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">the following examples<\/span><\/a><span data-contrast=\"auto\">:\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"5\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Microsoft <\/span><\/b><span data-contrast=\"auto\">saw a 32% increase in innovation metrics and an 8% reduction in attrition after focusing on civil behavior.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-setsize=\"-1\" data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"5\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}\" data-aria-posinset=\"2\" data-aria-level=\"1\"><b><span data-contrast=\"auto\">Cisco <\/span><\/b><span data-contrast=\"auto\">CEO Chuck Robbins credited $36 million in annual savings to a civility initiative that reduced toxic behaviors and boosted collaboration.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<p><span data-contrast=\"auto\">And our Fortune 500 tech company? After implementing a psychosocial risk assessment and targeted leadership coaching, the business saw a 65% reduction in turnover and a 34% productivity increase within the first year.\u00a0\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Civility is more than simply being nice or politically correct. When leaders have zero tolerance for rude behavior, organizations build winning cultures where people feel respected, trusted, and empowered to contribute their best work.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><strong>Curious if a <a href=\"https:\/\/consulting.workplaceoptions.com\/mitigating-psychosocial-risks-in-the-workplace\/\" target=\"_blank\" rel=\"noopener\">psychosocial risk assessment<\/a> might benefit your organization? At the Center for Organizational Effectiveness, powered by Workplace Options, we help companies uncover the real costs of incivility and partner with them to design targeted interventions. Register for \u201c<a href=\"https:\/\/assets-usa.mkt.dynamics.com\/65d25ea5-00ed-4692-8a2b-bbb2cc744623\/digitalassets\/standaloneforms\/98909813-b8ae-f011-bbd3-7c1e525856e7\" target=\"_blank\" rel=\"noopener\">Building Workplace Trust: The Key to Organizational Health and Effectiveness<\/a>\u201d to watch Shelley Willingham&#8217;s presentation on Workplace Incivility on demand.\u00a0\u00a0<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Several years ago, a Fortune 500 tech company proudly described itself as having a \u201ctough\u201d culture, where blunt communication was prized. Performance was strong, so the executive team initially dismissed15<\/p>\n","protected":false},"author":13,"featured_media":14451,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[60,58],"tags":[],"tdm_type":[92],"class_list":["post-14450","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-experience-organizational-culture","category-trends-industry-insights","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Workplace Incivility: Why Your \u2018Tough Culture\u2019 is Killing Your Profits<\/title>\n<meta name=\"description\" content=\"It\u2019s clear that workplace incivility depresses performance, raises costs, and exposes organizations to avoidable compliance and reputational risk.\" \/>\n<meta name=\"robots\" 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