How to identify and prevent workplace incivility for a healthier work environment in 2025

Remember that one friend who never says “thank you” when you hold the door open? Or the colleague who conveniently “forgets” to reply to your emails but always has time to scroll through social media? Annoying, right? Now, imagine dealing with that every single day at work—except instead of just being frustrating, it slowly chips away at morale, productivity, and even mental well-being.

This is exactly how workplace incivility operates. It’s not dramatic like workplace violence or outright bullying, but it’s just as damaging. A dismissive tone in a meeting, an interrupted sentence, a sarcastic email—small things that, over time, create a toxic environment where employees feel undervalued, disrespected, and, ultimately, disengaged.

The worst part? Most managers don’t even see it happening until it’s too late. That’s why understanding workplace incivility—and how to stop it—is critical for a healthier, more productive team. Let’s dive in.

What is workplace incivility?

Workplace incivility refers to low-intensity deviant behavior that violates norms of respect in the workplace while maintaining ambiguous intent. It manifests subtly—through dismissive emails, condescending tones, eye rolls, or failing to acknowledge contributions. Unlike overt bullying or violence, its subtlety makes it harder to identify, yet its impact can be equally damaging.

Employees subjected to incivility often report higher stress, reduced engagement, and lower job satisfaction. Since incivility operates in a gray area of organizational behavior, distinguishing it from more severe misconduct like bullying or abusive supervision becomes essential.

What makes incivility particularly problematic is its contagious nature—one uncivil act can spiral into others, leading to widespread negativity, decreased organizational commitment, and increased job insecurity. If left unchecked, it can erode workplace culture and weaken both individual and organizational performance.

From healthcare to academia, incivility affects professionals across industries. Addressing it isn’t merely about enforcing politeness—it’s about fostering a healthier work environment that promotes long-term organizational well-being and performance.

What contributes to workplace incivility?

Workplace incivility doesn’t just appear out of nowhere—it’s often the result of multiple factors interacting within an organization. Various research such as workplace aggression research highlight several key contributors:

• Ambiguous intent: When employees are unsure if a colleague’s rudeness was deliberate or accidental, it can create tension and negative emotions that fuel workplace incivility.
• High job insecurity: Fear of losing one’s job can lead to uncivil acts, as workers compete for resources and recognition.
• Unprofessional behavior: When managers or leaders tolerate unprofessional behavior, it sets a precedent for more incivility among teams.
• Lack of organizational support: A weak organizational culture where employees don’t feel valued or supported often results in increased workplace incivility.
• Abusive supervision: Managers who engage in aggressive behavior can normalize workplace bullying, leading to a toxic work environment.
• Workgroup incivility: Teams that foster social undermining or selective incivility create cliques and exclusion, fueling negativity.
• Cortina et al findings: Studies like Cortina et al (2001) emphasize how unchecked workplace incivility leads to negative outcomes, affecting both individual and organizational performance.
• Lateral violence: Seen commonly in hierarchical industries, lateral violence occurs when employees direct frustration at peers instead of addressing systemic issues.

Examples of workplace incivility

Workplace incivility manifests in various forms, ranging from subtle dismissals to outright uncivil acts that disrupt team dynamics. Unlike workplace violence or overt bullying, these behaviors often fly under the radar but contribute to negative workplace behavior and low-intensity deviant behavior.

• Ignoring or dismissing colleagues: Not acknowledging contributions, failing to respond to emails, or cutting people off in meetings fosters more incivility in the workplace.
• Passive-aggressive communication: Sarcastic remarks, backhanded compliments, or intentionally vague instructions create negative outcomes and confusion.
• Interrupting or talking over others: This unprofessional behavior shows a lack of respect and leads to frustration among workers.
• Selective incivility: Favoring certain employees while disregarding others promotes social undermining and weakens organizational commitment.
• Spreading rumors: Engaging in gossip harms team trust and can escalate into workplace bullying or even sexual harassment if it involves personal attacks.
• Withholding important information: Purposefully keeping employees out of the loop affects individual and organizational performance and creates resentment.
• Publicly criticizing or belittling: Calling out mistakes in front of others without constructive feedback leads to negative emotions and more incivility.
• Workgroup incivility: Cliques, exclusion, and social inquiry into personal matters create a hostile work environment.
• Abusive supervision: Leaders who engage in uncivil behavior or exhibit aggressive behavior contribute to systemic workplace incivility.

What are the effects of workplace incivility?

The impact of workplace incivility extends far beyond momentary frustration—it triggers a spiraling effect that affects both employees and organizations. Researchers, such as Cortina et al, reveal that even minor uncivil acts can create serious negative outcomes, leading to declines in individual and organizational performance.

• Reduced job satisfaction and engagement: Employees who have experienced incivility report lower motivation, weaker organizational commitment, and higher job insecurity.
• Increased workplace aggression: Unchecked workplace incivility can escalate into workplace bullying, lateral violence, or even workplace violence, especially in high-stress environments like those involving health professionals.
• Higher stress and burnout: Exposure to uncivil behavior contributes to emotional exhaustion, anxiety, and other negative emotions that harm overall well-being.
• Declining organizational performance: Poor communication, lack of collaboration, and reduced trust weaken organizational culture, ultimately harming business results.
• More incivility through a spiraling effect: One uncivil act often triggers another, creating a toxic cycle where workgroup incivility spreads, leading to more incivility across teams.
• Legal and ethical consequences: When workplace incivility escalates into sexual harassment, discrimination, or unethical practices, organizations may face lawsuits and reputational damage.
• Negative impact on occupational health psychology: Studies in applied psychology and human resource development review highlight how prolonged exposure to workplace incivility affects mental health, lowering productivity and morale.

How incivility affects employee engagement and productivity?

Workplace incivility significantly impacts both employee engagement and overall organizational performance. Even subtle uncivil acts can trigger a spiraling effect, leading to negative outcomes in performance and morale.

• Decreased motivation: Employees who have experienced incivility often feel undervalued, leading to lower enthusiasm and reduced organizational commitment. This results in disengagement, negatively impacting team collaboration and efficiency.
• Reduced productivity: Uncivil behavior such as ignoring colleagues, dismissing ideas, or engaging in social undermining distracts teams and slows progress on projects, affecting individual and organizational performance.
• Increased absenteeism: Negative workplace behavior raises stress levels, leading to burnout and frequent absences. Research in occupational health psychology highlights the connection between workplace incivility and rising sick leaves.
• Lower job satisfaction: Employees dealing with selective incivility or lateral violence feel disconnected, leading to increased job insecurity and higher turnover rates.
• Weakened collaboration: Teams suffering from workgroup incivility experience breakdowns in communication, making it difficult to achieve shared goals.
• More incivility and disengagement – Workplace incivility creates a toxic organizational culture where disengaged workers become less invested in their roles, further perpetuating uncivil behavior.
• Declining innovation: A workplace plagued by abusive supervision and unprofessional behavior discourages idea-sharing and creative problem-solving, stalling business growth.

The link between workplace incivility and employee turnover

Workplace incivility is a silent but powerful factor behind increasing employee turnover. While it may not be as overt as workplace violence or bullying, repeated exposure to uncivil behavior leads to dissatisfaction, disengagement, and eventually, resignation. Employees who have experienced incivility are more likely to leave their jobs due to the following reasons:

• Diminished organizational commitment: When employees face workgroup incivility or selective incivility, their loyalty toward the organization weakens, making them more likely to seek opportunities elsewhere.
• Increased job insecurity: A toxic organizational culture where workplace incivility goes unchecked fosters uncertainty and negative emotions, making workers feel undervalued and dispensable.
• Burnout and stress: Studies highlight that persistent workplace incivility contributes to emotional exhaustion, further encouraging turnover.
• Weakened social support: In environments with social undermining, teamwork suffers, making it difficult for employees to find allies or mentors, leading to disengagement and eventual departure.
• Higher costs for organizations: High turnover rates not only disrupt workflows but also lead to significant recruitment and training expenses, further impacting organizational performance.
• More incivility through a spiraling effect: When managers fail to notice incivility, it spreads, causing even top performers to reconsider their roles. Previous research confirms that organizations with frequent unprofessional behavior struggle to retain talent.
• Impact on talent retention strategies: Organizations that fail to address uncivil behavior risk damaging their reputation, making it harder to attract skilled professionals.

How workplace incivility affects mental health and employee well-being?

Workplace incivility isn’t just a professional nuisance—it’s a serious risk to mental health and overall employee well-being. While it may seem less harmful than workplace violence or direct bullying, repeated exposure to uncivil acts creates chronic stress, leading to lasting psychological effects.

• Increased stress and anxiety: Uncivil behavior, such as social undermining, exclusion, and selective incivility, causes negative emotions like frustration, self-doubt, and worry, impacting both mental and physical health.
• Higher risk of burnout: Workers who have experienced incivility are more likely to experience emotional exhaustion and job burnout, leading to disengagement and reduced organizational commitment.
• Reduced self-efficacy: Unprofessional behavior from managers or colleagues erodes confidence, making employees question their capabilities, which affects both productivity and personal well-being.
• Negative workplace behavior and withdrawal: More incivility creates an environment where employees disengage, avoid teamwork, and develop cynical attitudes toward work.
• Psychological distress leading to physical health issues: Workplace incivility has been linked to headaches, sleep disturbances, and even cardiovascular problems due to prolonged exposure to workplace stressors.
• Impact on occupational health psychology: A toxic organizational culture that normalizes uncivil behavior leads to emotional exhaustion, affecting overall morale and motivation.
• Higher absenteeism and turnover: Many employees exposed to constant workplace incivility resort to sick leaves or resignations as coping mechanisms, further affecting organizational performance.

7 Ways to avoid workplace incivility effectively

Preventing workplace incivility requires a proactive approach that addresses uncivil behavior before it escalates into serious issues like workplace violence or bullying.

1. Set clear behavioral expectations: Organizations should establish policies that define unprofessional behavior, uncivil acts, and negative workplace behavior to ensure that all employees understand acceptable conduct. A strong organizational culture fosters civility and discourages workgroup incivility.
2. Encourage open communication: Employees should feel comfortable reporting workplace incivility without fear of retaliation. Managers must actively listen, notice incivility, and intervene before it escalates.
3. Provide training on workplace civility: Implementing human resource development review programs focused on occupational health psychology, social support, and self-efficacy can help employees develop positive coping mechanisms.
4. Address incivility immediately: Delayed action often leads to a spiraling effect, where more incivility spreads. Management review strategies should include immediate responses to complaints, preventing long-term harm.
5. Promote social inclusion: Reducing selective incivility and social undermining through team-building initiatives strengthens workplace relationships and minimizes conflicts.
6. Hold leaders accountable: Abusive supervision and lateral violence should not be ignored. Organizations must ensure that managers model respectful behavior to prevent uncivil behavior from becoming normalized.
7. Monitor and evaluate workplace culture: Conducting regular systematic reviews and meta-analyses of workplace interactions helps organizations track negative outcomes and improve organizational performance over time.

Creating a respectful work culture: Best practices for leaders and managers

A strong organizational culture is the foundation of a workplace where employees feel valued, respected, and motivated. Managers and leaders play a crucial role in setting the tone for civility and preventing workplace incivility from becoming the norm.

• Lead by example: Managers must model respectful behavior, ensuring that unprofessional behavior, uncivil acts, and negative workplace behavior are not tolerated. Leadership should set a high standard for communication and collaboration.
• Implement clear policies: Establish formal guidelines on workplace incivility, workplace bullying, and abusive supervision to define unacceptable behavior and enforce disciplinary actions when needed.
• Encourage employee feedback: Regular check-ins, surveys, and anonymous reporting systems help employees share concerns about incivility in the workplace without fear of retaliation.
• Provide continuous training: Offer workshops on applied psychology, human resource development review, and occupational health psychology to educate workers on the impact of incivility at work and how to foster a more inclusive environment.
• Strengthen team relationships – Reduce workgroup incivility by promoting cross-department collaboration, mentorship programs, and team-building activities that discourage social undermining and selective incivility.
• Provide organizational support – Encourage social support among teams, reinforcing a culture where civility is prioritized, and more incivility is prevented before it escalates into severe negative outcomes.

The importance of DEI (diversity, equity, and inclusion) in reducing workplace incivility

A strong diversity, equity, and inclusion (DEI) strategy is essential in preventing workplace incivility and fostering a culture of civility. When organizations prioritize DEI, they reduce selective incivility, social undermining, and unprofessional behavior, creating an inclusive environment where employees feel valued and respected. Workplaces committed to DEI experience fewer negative outcomes and higher organizational performance.

Here’s how DEI helps reduce workplace incivility:

• Minimizing selective incivility: Incivility at work often targets underrepresented groups, leading to modern discrimination and exclusion. Strong DEI policies ensure fair treatment and prevent negative workplace behavior.
• Reducing workplace bullying and lateral violence: Inclusive workplaces discourage bullying and lateral violence, ensuring all workers receive the same opportunities and respect.
• Addressing unconscious biases: Management review and DEI training help managers recognize biases that contribute to more incivility and exclusionary behaviors.
• Enhancing social support: A diverse workforce promotes social inquiry and collaboration, reducing uncivil acts and fostering organizational commitment.
• Preventing ambiguous intent misunderstandings: Miscommunication is a key trigger for workplace incivility. DEI initiatives emphasize clear, inclusive communication, preventing conflicts caused by ambiguous intent.
• Encouraging leadership accountability: Organizations with strong DEI programs hold managers responsible for addressing workgroup incivility, ensuring that employees from all backgrounds feel safe and respected.
• Improving individual and organizational performance: Organizations with diverse teams are more innovative and engaged, reducing the likelihood of uncivil behavior.

Role of anonymous employee feedback in helping identify toxic behaviors

Anonymous employee feedback is a crucial tool for uncovering toxic workplace behaviors, including workplace incivility, bullying, and social undermining. When employees can voice concerns without fear of retaliation, organizations can take proactive steps to address uncivil behavior and improve organizational culture.

• Encourages honest reporting: Many employees hesitate to report workplace incivility due to job insecurity or fear of backlash. Anonymous platforms allow them to share concerns without risk.
• Identifies patterns of workplace aggression: Through anonymous feedback, managers can spot trends in uncivil acts, unprofessional behavior, and negative workplace behavior, addressing them before they escalate.
• Reveals selective incivility and ambiguous intent: Often, workgroup incivility is subtle, making it hard to pinpoint. Anonymous feedback helps organizations detect more incivility affecting team dynamics.
• Boosts organizational commitment: When workers see that leadership values feedback and takes action, trust in the company increases, reducing negative outcomes like disengagement.
• Supports systematic review and management review: Platforms such as CultureMonkey enable companies to collect and analyze anonymous feedback, allowing them to conduct meta-analysis and create targeted action plans.
• Enhances occupational health psychology efforts: By addressing concerns raised anonymously, businesses can foster a healthier work environment, improving employee well-being and individual and organizational performance.

20+ Anonymous employee feedback questions to understand workplace incivility

Using anonymous employee feedback is one of the most effective ways to identify workplace incivility and address uncivil behavior before it escalates into more serious issues like workplace bullying, social undermining, or even workplace violence. By asking the right questions, managers and HR teams can gain insights into workgroup incivility, negative workplace behavior, and areas where organizational culture needs improvement.

Here are 20+ essential questions that can help uncover workplace incivility:

General workplace incivility questions

1. Have you ever experienced incivility from colleagues or leadership in the past six months?
2. How frequently do you notice uncivil acts such as dismissive behavior, rude emails, or public criticism?
3. Do you believe workplace incivility is a problem in our organization?

Questions about leadership and management

1. Do you feel that managers address uncivil behavior effectively?
2. Have you observed abusive supervision or aggressive behavior from leadership?
3. Do you think the organization has clear policies on preventing workplace incivility?
4. How confident are you that reporting unprofessional behavior will lead to meaningful action?

Questions about team interactions and work culture

1. Have you noticed selective incivility, where certain employees are treated unfairly?
2. Do you feel included and respected in team discussions, or have you faced social undermining?
3. Have you witnessed or experienced incivility such as being ignored, interrupted, or dismissed?
4. Do you think workgroup incivility affects teamwork and collaboration in your department?
5. How often do conflicts arise due to ambiguous intent in workplace communication?

Questions about workplace aggression and discrimination

1. Have you observed or been a victim of workplace aggression, including lateral violence?
2. Do you think modern discrimination plays a role in negative workplace behavior at work?
3. Have you witnessed or been subjected to sexual harassment in the workplace?
4. Are there specific situations where you feel job insecurity due to workplace incivility?

Questions about mental health and workplace well-being

1. How has workplace incivility affected your stress levels and occupational health psychology?
2. Do you feel that organizational commitment is impacted by uncivil behavior?
3. How does uncivil behavior influence your job satisfaction and performance?
4. Have you ever taken time off work due to stress caused by workplace incivility?

Questions about reporting and organizational support

1. Do you feel comfortable reporting workplace incivility without fear of retaliation?
2. Have past reports of uncivil behavior led to meaningful change in company policies?
3. Do you believe the company offers adequate organizational support to prevent more incivility?
4. Would you recommend systematic review processes, such as anonymous surveys, to track negative outcomes?

Conclusion

Workplace incivility isn’t always loud, but its impact is undeniable. It lingers in the ignored emails, the dismissive tones, the eye rolls that go unchecked. It slowly erodes employee well-being, weakens organizational commitment, and chips away at organizational performance before anyone realizes what went wrong.

What starts as an offhand comment can spiral into negative workplace behavior, reduced engagement, and even increased workplace aggression. And here’s the real issue—most organizations don’t notice it until it’s too late.

But catching workplace incivility early isn’t impossible. Companies that invest in anonymous employee feedback, structured management review strategies, and strong organizational culture don’t just react to problems—they prevent them. By giving employees a voice without fear of retaliation, businesses uncover the uncivil acts and selective incivility that often go unnoticed.

This is where platforms like CultureMonkey step in—not as another HR tool, but as a way to truly understand what’s happening beneath the surface. When employees feel safe sharing their experiences, companies can take real action—improving social support, strengthening civility, and ensuring that more incivility doesn’t take root. Because at the end of the day, a workplace isn’t built on policies alone—it’s built on how people treat each other every single day.

Summary of the Blog

1. Workplace incivility is a silent disruptor – It includes subtle uncivil acts like dismissive behavior, condescending tones, and exclusion, which over time weaken organizational commitment and team morale.
2. Causes of workplace incivility – Factors like ambiguous intent, workgroup incivility, and unprofessional behavior contribute to a toxic environment, leading to negative outcomes such as stress, disengagement, and job insecurity.
3. Effects on employees and organizations – Experienced incivility can trigger a spiraling effect, reducing individual and organizational performance, increasing workplace aggression, and affecting overall workplace harmony.
4. Strategies to prevent workplace incivility – Establishing clear policies, promoting DEI initiatives, encouraging social support, and leveraging anonymous employee feedback help in reducing more incivility at work.
5. Addressing incivility through structured feedback – Regular management review processes, systematic review of workplace behavior, and listening to employees through anonymous channels enable organizations to take meaningful action.

FAQs

1. What is an example of workplace incivility?

An example of workplace incivility is when a colleague intentionally ignores emails or cuts someone off in meetings. These uncivil acts may seem minor at the start but can lead to very negative workplace behavior, decreased organizational commitment, and even workplace aggression eventually if left unchecked. Addressing workgroup incivility early on itself helps prevent a spiraling effect on team dynamics.

2. What is the most common incivility?

The most common workplace incivility is unprofessional behavior like dismissive communication, sarcasm, and social undermining. Studies such as the Cortina et al, show that employees frequently report experienced incivility in meetings, emails, and day-to-day interactions. This contributes to many negative outcomes, including stress, disengagement, and reduced individual performance as well as organizational performance over time.

3. How to fix incivility in the workplace?

Fixing workplace incivility requires clear policies, organizational support, and proactive intervention. HR management review strategies should include anonymous employee feedback, structured conflict resolution, and regular training on civility. Addressing unprofessional behavior, preventing social undermining, and promoting occupational health psychology help create a healthier, more productive work environment.

4. What role should HR play in addressing workplace incivility?

HR should actively monitor workplace incivility through systematic review, encourage social support, and enforce policies that address uncivil behavior. By promoting organizational culture, HR ensures that employees feel safe reporting negative workplace behavior and prevents more incivility from escalating into workplace bullying or abusive supervision.

5. How can organizations create a culture that prevents workplace incivility?

Organizations can prevent workplace incivility by fostering DEI initiatives, implementing applied psychology techniques, and prioritizing organizational commitment. Conducting meta-analysis of negative outcomes, encouraging anonymous employee feedback, and addressing ambiguous intent in communication help create a workplace where civility thrives and more incivility is actively prevented.