Respectful Revolution: Transforming Your Workplace One Interaction at a Time

“Respect is how to treat everyone, not just those you want to impress."

Richard Branson

Narrative

Workplace incivility is nothing new. Having worked in large corporations and startups, I have seen and personally experienced a fair amount of disrespectful behavior, which I share in this blog. However, maintaining civility will be particularly challenging for organizations in 2025. The Society for Human Resources Management (SHRM) reports that US workers witness or experience over 222 million acts of incivility daily and that 56% of workers identify differences in political viewpoints as a primary contributor to workplace incivility.

With a new administration occupying the White House, the rollback of DEI initiatives by states and organizations, and the implementation of AI in the workplace, which could lead to an overreliance on technology and potential layoffs, there will be new, ongoing reasons for colleagues to be less civil with each other, clients and customers beyond typical workplace dynamics. 

Redd - Civility in the Workplace for Inc. & Forbes

Emotional Toll

A lack of civility at work is just the tip of the iceberg for Americans. According to a survey by the American Bar Association (ABA), 85% of those surveyed stated that overall civility is worse than it was ten years ago. The percentage of Americans describing themselves as “not too happy” has increased from 10% in 2000 to 24% today. The civility challenges within your workforce have roots in factors outside the office—things you cannot control. So, what can leaders do to uphold civility in their organization? 

Resolution

First, an organization needs a clear definition of civility. It should be one that any reasonable individual can embrace and act upon. The late Jonathan Sacks, author of twenty-five books, offers us the following definition: 

“Civility refers to the courteous and respectful behavior that individuals show toward others in social interactions. It is an affirmation that the problems of some are the problems of all, that a good society presupposes collective responsibility, that there is a moral dimension to being part of this nation, this people, this place.”

Civility starts with each of us making a genuine effort to work with others, being willing to look beyond our differences, minor quarrels, and self-focus, and seeing the needs of others - and helping them. It also means we must not depend exclusively on leaders to promote and enhance civility. 

Leadership Approach 

Incivility is not a trivial issue. Its economic impact is considerable and costs businesses approximately $2.7 billion daily due to reduced productivity and increased absenteeism (SHRM). Leaders must act quickly to set a new tone for 2025, communicating that a civil workplace is an ongoing, collective effort. The most important message is that every employee must do their part daily. Based on my experience, leaders will have to be especially cognizant of their behavior to avoid any sense of hypocrisy. 

One challenge leaders may face is that employees often perceive themselves as civil. They believe their intentions and actions are genuinely positive, with minimal to no negative impact on their colleagues. Like all humans, we behave according to our upbringing and the external environment that shaped us. Thus, leaders must play a crucial role in expanding the understanding of civility and offering specific actions employees can take.

Behavioral Strategies  

Employees should implement five behavioral strategies to evolve and maintain a more civil environment. With ongoing practice, these strategies help us see the humanity in others and mitigate negative behaviors such as social exclusion, disrespectful communication, and a lack of acknowledgment of others' contributions. 

Focus on Mutual Interests 

The data shows political differences are the leading cause of incivility in the workplace, so we must find new strategies to work together. For example, the colleague you are partnered with on a project voted for one party, and you voted for the other. We must respect that political party alignment, religion, and other affiliations are unique aspects of your colleagues. Move beyond apparent and perceived differences and find your commonalities. People bond on common interests such as sports teams, musicians, travel, hobbies, your neighborhood, raising children, caring for elderly parents, etc. There is potential for mutual interest, so be open to the possibilities and focus your relationship around them.  

Remember the Remote Workers

Being a remote worker can be isolating, even with occasional visits to the office. Upon entering the workplace, remote workers may feel disconnected from the office culture and the established sub-groups. Few people might acknowledge their presence. When you see a remote worker, greet and recognize them when they are physically present and on a Zoom call. Ask how they’re doing, and include them in your lunch group or outings. Offer to grab a coffee and catch up. I worked remotely for many years, and during my visits to the office, one of my colleagues took the time to join me for drinks and dinner. These simple approaches significantly impact others, making them feel welcomed and valued.  

Watch Your Tone

Never humiliate, embarrass, or cause someone to lose face. Slack, MS Teams, email, meetings, Zoom calls, lunch gatherings, and even company presentations present opportunities to dig in, call out someone for poor numbers, take credit for someone else’s work or contributions, and more. Anyone working in an organization has witnessed or received demeaning tactics. I remember watching the head of our creative department put down an employee on a company-wide Slack channel and get away with it because the CEO favored her. 

If you are in a heated moment with a colleague or client, think before you type or speak. A good test is to ask how your response would be viewed if shared with the entire organization. It can become evidence for disciplinary and legal actions. Conversely, take opportunities to draw attention to another’s work and accomplishments. It reflects equally well on you and the recipient. 

Respect Common Areas in the Office

The office kitchen/break area can elicit frustration, disgust, and exasperation. Colleagues who do not remove the used Keurig cup from the machine after using it, the unrinsed dishes stacked haphazardly in the sink, aging food in the fridge, and the ubiquitous unwiped counters with coffee and food stains. Some of the office manager's most scathing emails dealt with the haphazard state of the kitchen area. These areas, designed to be a perk and should be welcoming to all, become an area to avoid due to the carelessness and thoughtlessness of others. Nobody complains when the kitchen is clean. Do your part. Rinse off your dishware and put it in the dishwasher, clean up any spills or stains, and refill the coffeemaker with water if it's low. Go further and tidy up others' messes, and set an example for your colleagues. 

Be Grateful, and Take Leftover Food to a Shelter

It is tempting to gaze longingly at the dessert no one has claimed, or the sandwiches left on the platter. When I worked for a law firm, vendors would bring boxes of cookies and donuts to encourage us to continue using their services. While admiring the brilliance of this marketing strategy, I had to restrain myself from devouring a box of cookies. 

Office parties tend to over-order food, fearing “under-catering,” which means you should have more than enough to share. Instead of hoarding food in your backpack, make it an office policy to donate leftover party food. Shelters always need more food, and those who use their services would appreciate the variety in their food. It also reminds employees of their company's positive impact on the community and their obligation to remember others' needs first. 

Relevance 

Civility takes effort. It means thinking daily of the needs of others and the greater good of your workplace’s culture. Leaders must lead by example, as stated. Still, the collective efforts of all employees can substantially change an office’s culture for the better, and it only requires us to be conscientious about how we treat each other and address the needs of others. Civility is a choice, but, more than ever, a requirement - especially in 2025.