From a preventative perspective, the problem with incivility is that you cannot create effective organizational polices that will stop it from happening. A code of conduct requiring people to greet colleagues with a sunny `hello’ or avoid eye rolling would undoubtedly raise some eyebrows, and would be impossible to enforce.
And yet, if allowed to go unchecked, incivility can lead to the damaging results that Pearson and Porath have tracked. And you’re bound to see an increase in more serious undesirable behaviours, including harassment and bullying.
If you’re honest with yourself, you’ll readily recognize that you too have been incivil, albeit unintentionally. Anyone of us may have excluded someone, engaged in gossip or used dismissive body language. Therefore, the place to begin is by looking at ourselves, reflecting on the possible effects of our actions, apologizing to the persons involved, cleaning the slate.
That still leaves us with two challenges: first, what to do if Mirella or Rick happen to be the person in the next cubicle, or your manager? Second, from an organizational perspective, how does one prevent and tackle incivility?
See you next week!
Need help with challenges in your organization? Don’t hesitate to contact us.
