Actions and responses you can implement with minimal investment

A lack of civility and respect in the workplace is indicative of and can contribute towards, an unhappy working environment and lack of psychological safety. A recent article published by Employee Benefits outlined the reasons why it is beneficial for employees to be civil and respectful. If we’ve identified it as a problem within our organisation, how do we go about resolving it?

  • Ensure everyone recognises that words and behaviours can have unintended consequences and saying ‘no offence but..’ or apologising isn’t enough to prevent harm to others. When we’re the recipient of what we perceive to be rudeness or a lack of respect, it can be helpful to question the other persons motives and to try and find a way to respond assertively and respectfully.
  • Develop team agreements. What are the expectations and boundaries around how people will interact and communicate? How will those not meeting the agreement be held accountable?
  • Develop and encourage the use of questions to guide behaviour and the use of language. For example: Is it necessary? It is kind? Is it true? Is it helpful?
  • Support access to mindfulness resources and guides. Whilst mindfulness isn’t a solution in itself, learning to stay calmer when we’re stressed can be helpful. This will be then reflected in our relationships with others and the way we communicate.
  • Guide employees in staying focused on the problem, solution and topic rather than focusing on individual personalities or characteristics.
  • Ensure your expectations of your clients and customers behaviour, matches what you expect from your team.

Psychologically safe workplaces are workplaces where it is possible to make mistakes and have difficult conversations, without fearing rudeness, resentment or humiliation. There isn’t an absence of problems or challenges but there is civility and respect.

You can read the employee benefits article here

If you’d like any support with implementing the actions above, we’d happy to help: get in touch.

Leave A Comment

Your email address will not be published. Required fields are marked *