Of course it's fun,
if everyone is being kind to one another at work.
But are there consequences if they're uncivil?
There's a very good question.
Let's look at that.
At this video, you'll be able to understand the cost of
a culture of incivility on the individual,
the manager, and the team.
You'll be able to recognize what civility and
incivility sound like and look like in the workplace.
Let's now look at the impact on the individual.
I mentioned it impacts individuals,
managers, and teams. Look at the individual.
First thing you might notice is there's a lot of money up here,
it goes from high to low.
Let's look what happens to that pile of money and why it goes down.
First of all, individuals who are
in an environment with bullying uncivil behavior end up more stressed.
This causes some issues for the employee.
If you're being harassed,
haunted, you're going to have stress,
it's going to impact you,
and again, you'll see the money go down.
Also creates anxiety. I mean,
worry about my next meeting with my boss,
or the next interaction with a bullying employee that is causing me problems.
You'll also see depression.
If it gets really bad,
I will start having an impact on my psyche and depression might set in.
It could also result in medical problems,
where actually the stress gets me to the point where I'm physically not feeling well.
So these are some of the direct impacts on the individual,
but also impacts their performance in the workplace.
That's going to decline obviously,
when I've got other issues of stress,
anxiety, I'm going to be more likely to have a lower performance.
And again there goes the pile of money,
all to the return on investment goes down on our employees,
profits go down. Lost time work.
The more medical problems I have,
I'm likely be absent more,
I might be gone to the therapist's office to deal with my stress, anxiety.
All these things are real.
Job/life satisfaction decline.
If I'm not happy at work,
I'm probably not as happy at home,
and my overall life is impacted.
And I think this is a real concern that I had as HR professional,
when we started impacting people's overall life happiness,
we're not doing our jobs as managers in creating
a work environment where everyone can thrive and do well.
And the final one would be resignation.
At the end of the day, I might leave my job because I just can't take it anymore.
I may go into employment,
I may have no job if it gets that bad.
And that impacts again my overall life.
So, I say these things that underscored you
the importance of creating an environment where people can thrive,
and also one where it
does not have a negative impact on your profits in return on investment.
Let's look at the manager and the team how they're impacted.
First of all, we have our same pile of money. We're doing well.
And then we start having interpersonal conflicts.
Managers, at least I didn't like it,
have no fun intervening in interpersonal conflicts.
It hurts the team,
and it's not just why I like to manage.
I like to manage positive teams that are doing well.
It also has negative synergy.
When you think of synergy, the term,
I once heard it one plus one is greater than three.
People working together create a lot of energy and ideas,
we have a poor team, uncivil behavior,
you get negative synergy, you actually get less one plus one is less than two.
You don't even get a full compliment out of each employee.
So negative synergy comes up.
You also get the communication decreases.
People who don't get along well tend not to communicate well.
They tend to avoid people.
All this hurts the performance of your team.
Cohesiveness declines.
Everybody wants a cohesive team that works together,
they like being with each other, they go out.
But when you have all that negative synergy and uncivility,
people just don't want to be together,
they end up sitting in their offices.
Creativity/innovation decline.
People don't work together and collaborate and look at ideas,
innovation goes down creativity.
Quantity and quality of work goes down.
Most people when they're not doing well,
feeling well, sick, stress,
do not do good work.
And the manager suffers because he does not
or she does not have as good a team producing as much.
Ineffective or lack of collaboration.
I mentioned a moment ago on creativity,
but collaboration is the key thing.
Teams are formed so they can collaborate and work together and get more done.
If you don't have that, you just have a collection of individuals,
not a team that does not work well together.
So important to get that cohesiveness and collaborative to have
a maximum impact in a highly effective team.
And much like with the individuals,
it results for the management turnover.
If I have a poor team that's not doing well,
eventually I'm going to have high turnover,
my costs go up,
managing gets harder, I'm spending money on training and other issues.
Okay, I see how serious it is you're probably thinking. You're concerned.
How do you know if your organization or your team has a culture of incivility?
Let me tell you what it would sound like in real terms.
This is an office much like your own perhaps.
What are people saying when they're in a bad culture with uncivil behavior?
You can't speak up here without fear of negative consequences,
so you get communication declines.
I don't feel trusted in my job.
That's the kind of thing where maybe I'm doing a lot of extra memos to cover
my backside so I make sure that I don't get in trouble for something I didn't do.
So lack of trust.
We work in silos with no communication.
Everyone sits in their offices,
in their desks, or cubes,
and they don't work with others.
Poor communication, no feedback.
I'm afraid to make a mistake every day.
This is where again, the anxiety and stress comes in.
I once actually remember this was a direct quote from an employee I worked with,
I said, "Why did you leave the organization?"
She said, "I was afraid of being afraid every day.
It just got old after awhile."
I don't see how my work contributes to the overall goals of the company.
That's the way I see no connection. There's no meaning in my work.
All this happens with incivility. And me neither.
Maybe it doesn't matter.
These people just get resigned,
they'll just come in and pick up the paycheck.
That's what happens when we're having a incivil culture.
So let's look what a culture will look
like if you implement everything we talked about and
your culture is one of civility which is hopefully, all of our goals.
Let's see what people will say about working for you and your organization.
First, this a fun place to work or even better,
it's a great place to work. I love being here.
We're results-oriented and accomplish goals.
People love it when they're making a difference.
Everyone here cares about each other.
Again that whole concept of an uncivil work environment,
nobody thinks anyone cares, they're disconnected.
Here, we like each other. We have fun.
I can use my skills and abilities. I'm being coached.
I've got good performance management tools.
My manager develops me and it's a great place to work.
That's a great place to learn, grow, and develop.
That's what performance management is all about and
that's what a civil environment fosters.
We know what is going on elsewhere in your organization.
They feel connected. They know the big picture.
They know the strategies.
They can be much more effective.
That's what civility breeds.
I know what I'm doing. Everyone wants what they're doing.
Clear expectations foster's performance management and performance.
We have friends at work.
That's a key one too, we all want to have friends at work,
people we feel like we're connected to.
So this helps you get a culture of high performance when you have a civil processes,
procedures, and we treat people well.
I always say it's not rocket science,
it's not that difficult.
But we tend to see too many times where it doesn't happen,
and that's how to create the high performance culture.
Larry BourgerieSenior Lecturer
