"You look tired today." “You are young; don't you know how to use this thing?” Rudeness in workplaces is becoming more and more common. When we think of unkindness we think of something important, but it doesn't have to be that way. Usually it is the small things that have accumulated in everyday life and that have a huge impact. When unwillingness occurs and it affects enough employees, it can affect productivity and ultimately bottom line. Many people experience rudeness, but they choose not to speak up about it because they need the job or are concerned about retaliation. What can a company do to reduce and prevent unfriendliness in the workplace?
It starts with the leadership of the organization. To drive change in the workplace, leaders need to develop statements of behavior. These statements define what qualifies as uncivilized, both on a personal and organizational level.
It is also important for leadership to look at your own actions and determine whether they are polite to your employees. You must be willing to enter into discussions and receive feedback from colleagues.
Make small, day-to-day changes, such as scheduling a meeting to discuss bad behavior that a company wants to stop and good behavior that deserves recognition.
You can play a key role in this process by playing the role of an executive coach. This relationship can support cultures and policies that measure behavior and hold individuals accountable. What kind of culture do you want to promote in your organization? How do you translate that? The leadership has to be really serious and sincere… being a coach is very important. “
Setting clear behavioral expectations is not enough to stop the flow of rude behavior, especially if it only happens in the hallways or only once a year. By constantly looking at and talking about an organization's behavioral statements, employees see that the leadership team is not just a box checker, but that they are genuinely interested in changing the climate.
