Is workplace incivility hurting your employee retention?
Over 60% of employees intentionally cut down on work efforts after experiencing incivility in the workplace, research from Ted speaker and Professor, Christine Porath, has found. When you think of the financial impact this could have on a business, it’s clear incivility isn’t something to be ignored.
Here are my thoughts on what’s causing this seemingly global decline in civility and how we can tackle it to improve employee retention in the oil industry.
The problem with lack of civility in the workplace
Incivility (or rude employees) has long been part of business culture, with some even accepting that this type of behaviour is needed for companies to thrive. But at what cost?
Beside the fact that employees will intentionally reduce work efforts, incivility research from Christine Porath has also highlighted that even those who witness incivility, tend to see a drop in cognitive function by 18% – making them more likely to make mistakes or take longer on tasks.
The studies also found that 80% of employees who experience incivility loose time worrying about the encounter afterwards, 12% actually leave a company following incivility and 25% intentionally take out their bad experience out on their customers – accounting for more wasted hours, poorer retention and potentially lost business. Studies have further linked incivility to a decrease in creativity and increased aggression.
When global technology company, Cisco, investigated the research, they were able to estimate that incivility was costing them over $12 million dollars a year – yikes!
Burnout and incivility
Is burnout to blame for this lack of civility?
This year, the World Health Organization (WHO), recognised burnout as a syndrome in its updated International Classification of Diseases manual – signalling its rise in the workplace. The World Economic Forum also estimated burnout’s global cost to businesses at $322 billion.
Many employees are facing increasing workloads and longer working hours – especially since the lines between work and personal time have been blurred with our 24 hour access to email on our phone – making it increasingly harder to switch off!
When a person is stressed or burnt out, we know they find it more difficult to be empathetic – which is why the connection between burnout and employees treating each other well is so clearly linked.
Bringing civility back
So what can businesses do? If companies want to better retain their employees then they need to take action. The below strategies can be adopted in order to drive greater civility in the workplace and ultimately, improve employee retention.
1. Include civility in your code of conduct/company values
Help employees to contribute to creating a positive workplace culture by setting out a clear code of conduct which incorporates civility. For example:
“We always great and acknowledge each other – no looking down at your feet in the lift!
“We have an open feedback culture”
“We speak up when incivility is occurring”
“We respect each other’s time”
“We say thank you!”
2. Start at the interview process
Set expectations early when interviewing new hires by clearly stating the company values and code of conduct, making sure the potential employee understands that they’re expected to adhere to these. When it comes to references, don’t just speak to bosses but if possible, also speak to their colleagues to get a true picture of their civility. Even asking the people the interviewee interacted with during your interview process (such as the company receptionist) can be a good indicator on the type of person they really are.
3. Don’t compromise on breaks
Create a culture which values breaks rather than rewards those who work through their lunch. Various studies have proven that taking a break actually improves our mental ability, so those who don’t make time for them are essentially hurting company productivity anyway! Making staff take a break also means employees likely to spend non-work time together which helps to build empathy with each other.
You could go one step even further to facilitate break-taking by holding weekly meditation or yoga classes.
4. Have an external company review management
Organisational psychologist Tasha Eurich found that 95% of people think they’re self aware, but only 10-15% actually are. This lack of awareness is often a huge causation factor in incivility – since people don’t always know they’re being workplace jerks! By having an external company review the management through interviews or anonymous surveys, companies can obtain unbiased and invaluable reviews of management, highlighting any incivility issues which may be hurting the business.
5. Include civility measurement in employee reviews
Just because you tell people what civility means to your business, doesn’t mean employees will always be able to practice it successfully. This is were regularly feedback and listening comes in. Use 1-1s and monthly reviews to provide useful feedback to employees who may need some help improving their approach to others.
6. Get teams comfortable in providing peer to peer feedback
Simple team-lead feedback activities (such as highlighting 3 things the team are good at and 3 things that need improvement) can generate important conversation around civility.
7. Encourage civility ownership
Whilst it’s important that companies create a culture which fosters civility, employees also need to be held accountable for their contribution. Christine Porath has created an incredibly useful self assessment tool which employees can use to understand which of their habits may be contributing to their own lack of civility.
More about employee retention
Thank you for reading – what are your thoughts on rising incivility in the workplace? James Moorhouse will be speaking further about employee retention at this years UEIL Annual Congress, where he’s a keynote speaker and key member of the panel discussion: The Future of The Workforce.
Would you like to see employee retention increase at your company? Talk to us about retention strategies and recruiting right, through AI-led oil recruitment. Call us on 0113 487 7420 or email James directly on firstname.lastname@example.org. You can also request a callback below.