By Nancy Owen, PHR, Senior HR Consultant and Christina Santillo, SHRM-CP, Senior HR Consultant
Webster’s Dictionary defines “civility” as civilized conduct or a polite act or expression. Others might call it common decency. It is being polite and respectful. Treating others the way you want to be treated. “Incivility” on the other hand, is defined as rude or discourteous behavior. It includes a broad range of attitudes and actions — from glaring looks and disrespectful comments to insubordination, bullying, or physical violence.
Most would agree that there has been a noticeable decline in civility both in society and in the workplace in recent years. According to a recent SHRM survey (Source: SHRM – Civility):
-
58% of workers believe that society has become increasingly uncivil.
-
U.S. workers collectively experience 223 million acts of incivility each day.
-
As a result, U.S. organizations lose approximately $2 billion per day due to reduced productivity and absenteeism.
Effects of Incivility
Workplace incivility—even when seemingly minor—has significant consequences:
-
Higher turnover: Employees experiencing incivility are much more likely to leave.
-
Reduced employee engagement: Workers who feel disrespected are less motivated and productive.
-
Decreased collaboration: Incivility erodes trust and teamwork.
-
Increased absenteeism: A toxic work environment often leads to employees taking more sick days.
While incivility itself may not always be illegal, it can escalate into more serious issues, such as harassment or hostile work environment claims.
What Employers Should Do
-
Invest in leadership training and set expectations. This is especially important for your leaders who set the tone.
-
Conduct regular staff surveys to monitor the culture and identify issues early.
-
Encourage mindful communication by training employees to be aware of tone and language.
-
Address concerns immediately when incivility arises to prevent escalation.
If your organization is interested in leadership or professionalism training, please contact the HR Helpline (855-873-0374 or ) for more details. Our HR experts can work with you to explore ways to make civility in the workplace a bigger focus in 2025 and beyond.
The information provided on this website is for informational purposes only and not for the purpose of providing legal advice. Use of and access to this website does not create an attorney-client relationship between Keystone’s Risk Management Division or our employment attorney and the user or browser.
