Do civil behaviors in the workplace make a difference?  Recently a group of researchers studied the impact of workplace incivility on both work and personal health outcomes.

They defined workplace incivility as:

• low intensity deviant behavior
  
• with an ambiguous intent to harm the target
  
• in violation of workplace norms for mutual respect.

Uncivil behaviors are characteristically rude and discourteous; they display a lack of respect for others.  Examples include sarcasm, disparaging tones, disparaging remarks, hostile stares, and the silent treatment.

The authors of the study found a direct link between the degree of incivility experienced at work and the following important outcomes:

• satisfaction with work
• satisfaction with supervisors
• intent to quit
• overall mental health

There is obviously a payoff to the organization and to its employees for being civil.

What is your organization doing to assure that civil behaviors are the norm and not the exception?

-Scontrino-Powell