Workplace Civility
“Treating people with civility is a prerequisite for discovery.“
~ Adam Grant
~ Adam Grant
Workplace Civility
“Workplace Civility refers to the respectful and courteous behavior exhibited by individuals toward their colleagues in the workplace. It involves treating others with dignity, showing appreciation for their contributions, and refraining from any behavior that may be perceived as rude, aggressive, or disrespectful. Workplace Civility also encompasses active listening, empathy, and constructive communication, which contribute to fostering positive relationships, increasing job satisfaction, and improving organizational outcomes."
WE CARE FOR ONE ANOTHER
We depend on contributions from many people, disciplines, and roles to unlock the potential of individuals and teams. Each of us takes responsibility for the well-being, safety, and belonging of others in our communities.
Components of a Civil and Respectful Work Environment
Listening to understand others without interrupting
Communicating critical feedback respectfully
Considering others’ knowledge & experience
Not disparaging others
Assuming the best motives in others
Asking difficult questions to discover answers, never to demean
Never acting in ways that can be perceived as threatening, intolerant, discriminatory
Demonstrating more interest in finding the right answer than in being right
Maintaining objectivity when conflict occurs
(Source: The Importance of Teaching Civility as a Workplace Relationship Building Competency)
Quick Reads:
LinkedIn Learning:
Teaching Civility in the Workplace* (42 min)
Focusing on eradicating negative behaviors isn’t always enough to create a civil workplace. Employees and managers also need to learn what they should do to make their environment a respectful and pleasant one. This course shares how to create a happier, healthier workplace by teaching civility and setting a good example with your own behavior. Get tips for becoming a more active listener, standing up for yourself when you experience microaggressions and incivility, and coaching others.
* Although the scenarios represented in this course take place in an office setting, the lessons and content shared can be applied to any work situation at Berkeley Lab.
Recognizing Incivility & Calculating the Cost
Incivility looks like:
disrespect or rudeness
mocking or belittling someone
excluding people
texting while someone’s talking to you at a meetings
not listening
telling offensive jokes
interrupting someone
bullying
giving the silent treatment
talking about somebody behind their back
making accusations related to professional competence
speaking with arrogant tone
patronizing somebody
The cost of incivility on employees is high:
48% intentionally decreased their work effort.
47% intentionally decreased the time spent at work.
38% intentionally decreased the quality of their work.
80% lost work time worrying about the incident.
63% lost work time avoiding the offender.
66% said that their performance declined.
78% said that their commitment to the organization declined.
12% said that they left their job because of the uncivil treatment.
25% admitted to taking their frustration out on other people.
(Source: The Price of Incivility)
Quick Reads:
What Is The Cost Of Being Uncivil In The Workplace? - Ted Radio Hour Podcast
Self Reflection
This self assessment from Dr. Christine Porath gives you an opportunity to reflect on your behavior at work across a variety of circumstances. The results provide highlights of places you excel and suggestions for more thoughtful behavior in future interactions.
Start with the assumption that we all probably do these things or have done these things at some point. No one is perfect, we're all human, and we're all learning. Don't forget to give yourself grace when you take the self-assessment.
Establishing Group Norms
Having a conversation about who you want to be as a group and how you'd like to show up is a powerful way to define your work community. Take a look at the questions and explore the process in more detail with the resources below.
Who do you want to be as a group?
How would you like to be treated by your peers and managers?
What principles are important to how your group operates?
How do we each need to behave to meet our vision and mission?
What are you willing to hold each other accountable to?
Deep Dives:
Establishing Team Norms Activity Guide Source: Patient-Centered Outcomes Research Institute
For teams with hybrid workers, this charter sets expectations for how your team will communicate, collaborate, and work together effectively.