Want a Civil Workplace Culture? Invest in People Managers

Imagine a workplace where respect and kindness drive success just as much as strategies and KPIs. In a performance-driven corporate world, civility might seem like an afterthought, but it’s actually a crucial element for boosting productivity, enhancing employee satisfaction, and improving retention rates. As companies tackle the challenges of the modern business landscape, HR departments play a critical role in empowering managers to foster civil interactions and address incivility head-on.

According to August 2024 SHRM Civility Index data, U.S. organizations collectively lose approximately $2 billion daily in reduced productivity and absenteeism due to workplace incivility. Employees who experience or witness incivility are more likely to disengage from their work, leading to decreased productivity and increased turnover. Over one-third of U.S. workers would accept a pay cut (averaging 12% of their salary) to work in an environment free from incivility.

The Role of People Managers in Fostering Civility

People managers occupy a unique position within organizations, serving as the bridge between senior leadership and front-line employees. Their influence is pivotal in shaping workplace culture and setting the tone for civil interactions. SHRM Civility Index research released in March 2024 found more than 4 in 5 U.S. workers (84%) say people managers are “important” or “very important” to achieving a culture of civility in their organization.

The same March survey found 37% of U.S. workers agree or strongly agree that managers and supervisors often fail to address acts or instances of incivility in the workplace. Over one-quarter (26%) agree or strongly agree that managers and supervisors do not notice acts or instances of incivility at work. Less than one-third of workers (31%) agree or strongly agree that respectful treatment is the norm in their workplace.

To cultivate a suitable work environment, people managers must be equipped with the necessary skills and tools to promote and maintain civility. This involves understanding the nuances of conflict resolution, emotional intelligence, and effective communication. By investing in these areas, HR departments can help people managers model civil behavior and respond adeptly to instances of incivility, thereby reinforcing a culture of respect.

Professional Education: A Catalyst for Change

A 2023 study of people manager trends by SHRM Research found an overwhelming majority (92%) of HR executives say people managers are essential for an organization’s overall success. Yet, despite their critical role, there remains a substantial gap in how organizations are investing in these vital leaders.

Only 25% of HR executives prioritize the development of people managers, and just 24% focus on their well-being. This lack of investment is not without consequences. Organizations that do not adequately invest in their people managers see a marked difference in effectiveness, with only 63% of HR executives in such organizations affirming their managers’ effectiveness, compared to 88% in organizations where investment is deemed adequate.

This training gap for people managers can exacerbate the prevalence of incivility within organizations. When managers are not adequately prepared to handle conflicts or promote respectful interactions, they inadvertently foster environments where negative behaviors can thrive. Without proper training in emotional intelligence and conflict resolution, managers may overlook or inadequately respond to incivility, leading to a culture that normalizes such behaviors.

This lack of proactive management not only diminishes employee morale but also impedes open communication, as employees may feel discouraged from reporting incidents of incivility. Consequently, the cycle of disrespect continues unchecked, resulting in a toxic workplace environment that undermines organizational productivity and employee retention. Addressing this training gap is therefore essential in laying the foundation for a civil workplace culture.

By investing in people managers’ growth, organizations can ensure they are well-prepared to lead by example and cultivate an inclusive, respectful environment. This investment not only enhances individual and team performance but also strengthens the organization’s overall reputation and competitiveness.

Turn to SHRM to learn how you can protect civility in your organization by investing in the development of your people managers.