Creating a More Civil Workplace

‍Workplace incivility is no longer an occasional disruption or passing irritation. It has become a daily reality affecting organizations across the country, costing businesses billions in lost productivity while damaging employee morale in ways many leaders still underestimate. According to the latest research from SHRM’s Civility Index, the problem is both widespread and expensive. SHRM reports that among the 171 million people who work in the United States every day:

• 59% of U.S. workers believe society has become uncivil

• Employees experience more than 212 million acts of incivility daily

• U.S. organizations lose approximately $2.3 billion every day due to reduced productivity and absenteeism tied to workplace hostility

The causes of workplace incivility are complex and often fueled by political, social, racial, and generational divisions that employees bring with them into the workplace. Even small interactions can quickly escalate when tensions are already high. A sarcastic comment, dismissive tone, exclusion from a meeting, or passive-aggressive email may appear minor in isolation, but repeated behaviors slowly erode trust, teamwork, and psychological safety. Managers often underestimate how quickly these moments build into larger cultural problems.

SHRM research continues to show that many employees believe workplace incivility goes unchecked and that leadership could do more to address it. Employees want supervisors who are willing to step in early, communicate clearly, and model respectful behavior. Instead, many organizations wait until conflict has already disrupted morale and productivity before taking action.

What makes workplace civility difficult is that there is no quick fix. Civility is not restored simply by forcing employees to “agree to disagree,” separating individuals in conflict, or issuing disciplinary warnings without addressing the communication issues underneath the hostility. Those approaches may stop confrontation temporarily, but they rarely solve the deeper problems causing resentment and frustration.

Creating a healthier workplace culture requires intentional leadership and systems that allow employees to raise concerns safely before conflict escalates. Organizations that want to reduce hostility should focus on:

• Encouraging respectful communication at every level

• Addressing concerns early before they become disruptive conflicts

• Providing employees with safe and confidential avenues to voice concerns

• Supporting managers in handling difficult conversations constructively

• Reinforcing accountability and professional behavior consistently

• Building trust between leadership and employees

‍Managers play a major role in setting the emotional tone of the workplace. Employees pay close attention to how leaders react during stressful situations, disagreements, and difficult conversations. Supervisors who model patience, empathy, and professionalism create environments where employees are more likely to communicate respectfully with one another. However, many organizations still lack the foundational element of a neutral system where employees can discuss concerns informally and confidentially before problems grow larger.

This is where organizational ombuds services can make a meaningful difference. An organizational ombuds provides employees with an independent, confidential, and impartial resource for discussing workplace concerns, conflict, communication breakdowns, and interpersonal issues. Ombuds services help organizations identify patterns of concern early while giving employees a trusted place to explore options and resolve issues constructively. Rather than waiting for conflict to escalate into formal complaints, turnover, or legal disputes, organizations can address issues proactively and improve overall workplace culture.

ADRx3 Final Thought

Workplace civility is not just “good for business” because it sounds positive. It matters because uncivil behavior quietly drains productivity, increases absenteeism, damages morale, and weakens workplace relationships every single day. Businesses that ignore the issue risk creating environments where employees feel exhausted, disengaged, and unsupported. Organizations that invest in respectful communication, accountability, and trusted conflict resolution resources are far more likely to retain talent, strengthen teamwork, and improve overall performance.

Through its organizational ombuds services, ADRx3 helps businesses create safer spaces for communication, address workplace concerns early, and support healthier, more respectful organizational cultures before conflict becomes damaging or costly.