Lead with Civility: Why Respect is 2025’s Biggest Leadership Focus

As we enter 2025, one leadership trend is too significant to ignore: a heightened focus on workplace civility. With the Society for Human Resource Management (SHRM) estimating that workplace incivility costs U.S. organizations a staggering $2 billion daily, leaders can no longer afford to overlook the toxic impact of rude and disrespectful workplace behavior.

Johnny C. Taylor Jr., CEO of SHRM, highlights the gravity of this Issue: “On average, after an individual experiences an act of incivility at work, it takes them 31 minutes to recover. That impacts productivity.” The ripple effects are undeniable—incivility damages morale, reduces collaboration, and ultimately erodes the bottom line.

What are some examples of incivility at work?

Understanding what incivility looks like is the first step in addressing it. Here are some common examples of incivility at work:

• Interrupting or talking over others during meetings.
• Dismissing or ignoring colleagues’ ideas or contributions.
• Sending rude or condescending emails.
• Engaging in gossip or spreading rumors.
• Rolling eyes, sighing loudly, or displaying other dismissive body language.
• Failing to acknowledge or greet coworkers.
• Publicly criticizing or undermining colleagues.
• Taking credit for someone else’s work.
• Consistently arriving late to meetings or missing deadlines, impacting others.

These behaviors may seem minor individually, but they create a toxic environment that erodes trust and collaboration.

Zero Tolerance for Incivility in the Workplace

A zero-tolerance policy for incivility demonstrates that respect and professionalism are non-negotiable. It clearly conveys that bullying, passive-aggressive behavior, and disrespect will not be tolerated, regardless of the perpetrator’s position. This foundational commitment establishes psychological safety, encourages open communication, and builds a culture of mutual respect.

Actionable Steps to Train and Coach Managers

1. Define Civility: Start by clearly defining what civility means in your organization. Provide examples of acceptable and unacceptable behavior. This clarity helps eliminate gray areas and ensures consistency in enforcement.
2. Conduct Training on Emotional Intelligence: Equip managers with emotional intelligence training to help them recognize and regulate their own emotions, empathize with others, and handle difficult conversations professionally.
3. Role-Play Scenarios: Create role-playing exercises where managers can practice addressing incivility in real time. This hands-on approach builds confidence and ensures managers are prepared to respond effectively.
4. Establish Reporting Mechanisms: Encourage employees to report instances of incivility without fear of retaliation. Ensure these mechanisms are accessible and transparent, fostering trust in the system.
5. Empower Managers to Act: Train managers to intervene immediately when they witness incivility. Delays in addressing bad behavior allow it to fester and escalate. Equip them with clear guidelines on documenting incidents and escalating issues when necessary.

What to Do When Management Is Incivil

Managers set the tone for their teams, so the damage is magnified when they are the source of incivility. Here’s how to handle a toxic manager situation:

1. Address the Issue Directly: Meet with the manager privately to discuss specific examples of their behavior. Use data and feedback to illustrate the impact on their team and the organization.
2. Provide Coaching and Resources: Offer coaching sessions or resources, such as leadership development programs, to help managers improve their interpersonal skills.
3. Monitor Progress: Set measurable goals for behavior improvement and regularly check in to assess progress. Use 360-degree feedback to ensure their team’s perspective is included.
4. Enforce Consequences: If the behavior persists, take corrective action. This might include reassignment, demotion, or, in severe cases, termination. Allowing incivility to go unchecked undermines the organization’s culture and credibility.

Civility isn’t just a nice-to-have—it’s a business imperative. By adopting a zero-tolerance policy and training your managers to address incivility as it happens, you can foster a respectful and productive work environment. Don’t overlook this critical leadership trend. Make 2025 the year your organization champions civility and reaps the benefits of a harmonious workplace.