Modern work cultures are meant to foster psychologically safe and high-performing environments—ones that drive unhindered collaboration, growth, and productivity. However, not all workplaces live up to this standard. Workplace incivility, such as poor communication norms, disrespectful and undermining behaviors, rudeness, etc., is rampant in modern work environments. According to the 2024 SHRM survey, nearly two-thirds of employees reported that they had experienced or witnessed incivility at work in the previous month. 

Workplace incivility includes subtle or overt actions that undermine an individual’s authority and ability to work effectively, such as passive-aggressive remarks, excluding or isolating individuals, spreading rumors, or even excessively monitoring employees to the point that it erodes their confidence.

Over time, such behaviors can lead to a hostile work environment and cause significant mental and emotional strain to those targeted and damage professional relationships and team dynamics.

This article breaks down common, unobvious undermining behaviors in everyday workplace interactions that significantly disrupt organizational culture. 

What Constitutes Uncivil or Undermining Behavior?

Undermining or uncivil behavior refers to intentional or unintentional actions, demeanors, and attitudes that directly or indirectly erode an individual’s authority, weaken their confidence, and affect their ability to perform their role effectively. Unlike overt bullying or harassment, these actions are often subtle, masked as constructive feedback, sarcasm, or seemingly trivial remarks. For instance, intentionally leaving someone out of meetings, silencing an individual, addressing them unprofessionally, making passive-aggressive remarks, gossiping, or repeatedly disregarding a person’s contributions.

In many cases, individuals might unwittingly indulge in undermining behaviors, like interrupting or speaking over someone, managers paying more attention to in-office workers in hybrid work environments (proximity bias), etc.

However, whether intentional or not, the impact of corrosive workplace behaviors is always negative—they often become a part of daily workplace interactions and culture, putting certain workers at a disadvantage regarding their ability to grow and succeed professionally.

• Undermining behaviors gradually erode a person’s mental well-being and self-confidence. They may feel increased stress and anxiety, affecting their productivity, performance, and professional relationships.

• Incivility may create barriers to success. For example, individuals may be less likely to share their honest critique or authentic selves due to fear and awareness of unchecked unfair treatment.

• Further, incivility also significantly impacts organizations, leading to decreased job satisfaction and increased employee turnover, absenteeism, and disengagement. According to an SHRM survey, employees who feel their work culture is uncivil are over 3x more likely to report job dissatisfaction and 2x as likely to consider leaving their jobs in the next 12 months.

Examples of Uncivil Conduct in the Workplace

Workplace incivility can be challenging to spot, especially if it is left unchecked and not addressed promptly.

1. Speaking to others in a disrespectful manner

Disrespectful behavior reflects a lack of consideration for colleagues' privacy, personal space, possessions, opinions, and beliefs. It can impact employee morale and often serves as an early warning sign for more serious issues like harassment or even workplace aggression.

Unprofessionalism and disrespect in the workplace can take many forms. For instance, 

• Talking condescendingly, belittling or degrading language, or adopting a demeaning tone.

• Senior leaders may patronize certain employees.

• Speaking to employees in a way that negates their professional competence.

• Engaging in harmful gossip, intimidation or threats, or silent treatment.

• Engaging in the inappropriate use of offensive language.

HR must establish clear guidelines and consequences for inappropriate conduct and collaborate with managers to enforce them consistently. Fostering a culture of respect and empathy is necessary, as this is one of the most effective ways to prevent inappropriate behavior from escalating into unlawful harassment.

Encouraging the consistent use of inclusive language is also critical when discussing goals, challenges, or projects, as it may reinforce a sense of belonging and ownership.

    2. Cutting off or talking over others during conversations

Even minor slights like interrupting others in between conversations or proceeding to talk over them can undermine trust, psychological safety, and a sense of belonging. When people are consistently talked over, it may signal that their input is undervalued or unimportant. Over time, this disruptive behavior can silence voices, especially from underrepresented groups who may feel isolated and othered. It may also create a culture where only the loudest or most dominant voices are heard.

Employees may be offered communication training that focuses on actively and intently listening to others’ opinions, encouraging them to speak their minds, and ensuring inclusive meeting practices.

Encouraging the consistent use of inclusive language is also critical when discussing goals, challenges, or projects, as it may reinforce a sense of belonging and ownership.

    3. Using unprofessional or disrespectful body language 

Disrespectful body language includes dismissive nonverbal cues like avoiding eye contact, exaggerated sighs, and displaying bad temper or impatience when someone is talking, all of which subtly convey disregard or disapproval. Such gestures can make colleagues feel belittled and disrespected. They may be unlikely to speak their minds or share their professional opinions since it creates an unwelcome and hostile environment.

    4. Overfocusing on titles and engaging in territorial behavior

Power struggles and internal conflicts will likely become commonplace when job titles and territory ownership are overly prioritized. 

Some leaders or departments may use tactics like ‘information hoarding’ to retain control by withholding valuable insights from others. There may also be the danger of individuals acting as ‘gatekeepers,’ restricting access to tools or platforms that would otherwise help colleagues work more independently, simply to assert control. In such environments, external feedback may also be met with defensiveness, as people may feel the need to protect their domain. Over time, these patterns can contribute to a more divided and less cooperative workplace culture.

Implementing recognition initiatives that celebrate both team collaborative efforts and individual accomplishments is critical to prevent divides and territorial behavior. It may send the message that both are equally appreciated and essential to success.

How to Prevent Incivility or Undermining Behaviors in the Workplace 

Leaders may encourage these four steps to prevent incivility in the workplace.

• Identifying—spotting corrosive behaviors as they occur. Organizations may provide bystander training to identify destructive and exclusionary actions and speech, such as passive-aggressive comments, sabotage attempts, disrespectful body language, unconscious bias, etc., and call perpetrators out as they witness incivility in the workplace.

• Calibrating involves setting clear expectations for tolerance. Employees may define and encourage acceptable or appropriate behaviors and discourage unacceptable behaviors, actions that cross the line, sabotage attempts, etc. This will promote constructive actions while preventing harmful ones.

• Remediating—giving everyone in the organization permission to call out damaging actions. Employees may be provided training so they are equipped with the correct language, vocabulary, and techniques to address harmful behaviors constructively.

• Inoculating—implementing metrics and processes to measure and prevent uncivil actions. Leaders may strive to improve workplace culture by introducing tools that prevent disrespectful and unprofessional behaviors from resurfacing (using frequent surveys and disciplinary action) and help nurture a culture with minimal disruption.

Conclusion 

A work culture that promotes mutual respect, empathy, and inclusivity is crucial for nurturing a healthy work environment and preventing incivility and toxicity. 

Leaders need to identify and address inappropriate and disrespectful conduct promptly to maintain a high-performing, supportive, and psychologically safe workplace.