Civility at work – a key to a better work environment
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Researchers at Malmö University have developed the Civility Guide as concrete support to promote a more respectful work environment.
A harsh tone in an e-mail, an acerbic comment during a group coffee break, or someone who has stopped greeting others in the corridor. These little things may seem insignificant, but if repeated, they risk affecting both the atmosphere of the workplace and people’s health.
Research shows that incivility is common. According to the survey, three out of four employees have been treated disrespectfully at some point, with two out of three saying they have behaved rudely themselves. The effects can start to be felt quite quickly: rising stress, deteriorating performance and ultimately the risk of sick leave.
The researchers behind the Civility Guide, Kristoffer Holm, Rebecka Cowen Forssell and Sandra Jönsson at Malmö University, stress that it is often about subtle behaviours: not listening, rolling one’s eyes, not answering e-mails or excluding someone from the conversation. When such patterns are allowed to continue, they can become part of the organisational culture – and they can spread.
The aim of the Civility Guide is to facilitate conversations about how we treat each other. It is intended to serve as a flexible aid in creating a more pleasant workplace, not a manual for social situations. Through questions and exercises, the working group can identify behaviours together that either strengthen or weaken the social climate and find ways forward.
Johan Ahlenius
The Civility Guide
The Civility Guide ('Hövlighetsguiden', in Swedish) was developed by researchers at Malmö University as part of the project Promoting Civility in the Workplace.
Based on research on behaviours, the work environment and organisational culture, the guide includes exercises, discussion questions and advice to promote respectful treatment of each other.
Five points for more civility in the workplace
- Create a common language: Discuss what civility and respect mean in your organisation. Bring the concepts to life and make them concrete.
- Highlight behaviours and discuss them: Identify both positive behaviours and behaviours that may be perceived as less pleasant. Focus on behaviours – not individuals. What do you think is civil or uncivil in the workplace?
- Identify strengths and risk zones: Discuss what is working well today and what situations pose a risk of incivility. Are there situations that are particularly stressful or that involve a risk of misunderstanding?
- Set common goals: Decide together on concrete and measurable goals for how you want to develop the social climate. What would you like to see more of in the social work environment?
- Integrate and follow up: Keep these efforts alive in everyday interactions at work. Integrate these conversations into regular work environment management and follow up regularly.