Analysis: there is extensive evidence that workplace rudeness can have adverse effects on your well-being
Work is a social activity. Indeed, in today's competitive work environment, positive interpersonal relations are important in increasing productivity and performance. A recent study found that courtesy and respect at work are associated with several positive organisational outcomes, including job satisfaction and engagement. As a result, the interdependence of tasks has made it essential for organisations to foster a culture of respect in the workplace.
But these favourable outcomes depend on the quality of interactions and can be compromised through deviant behaviours, such as rudeness. It appears that incivility is becoming the accepted norm at work. In a 2022 survey of 1,000 workers conducted by the Society for Human Resource Management (SHRM), two-thirds of those surveyed reported experiencing or witnessing rude and discourteous behaviour in their workplace in the previous month and over half the previous week.
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From RTÉ Radio 1's The Business, is it ever OK to be rude in work?
Defined as mild discourteous behaviours at work in which the desire to harm another person is unclear, workplace incivility differs from other types of workplace mistreatment because of its unique features. First of all, uncivil acts are low intensity. Incivility covers a range of disrespectful behaviours, from ignoring and excluding colleagues to belittling and undermining someone's work.
The intention to harm (through the eyes of both the perpetrator and the target) is unclear and depends on the receiver's interpretation. Therefore, instigators of incivility can easily deny any intent (if it exists) to harm, using ignorance as an excuse (e.g., "I did not mean to be rude") or blame the target for their misinterpretation or for being oversensitive.
Although characteristically mild, there is extensive evidence that workplace incivility can have a wide range of adverse effects on well-being. These include job dissatisfaction, stress, intention to leave the organisation and even burnout.
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From RTÉ Radio 1's Drivetime in 2021, Crystel Robbins Rynne from HRLocker on a survey which found more than half of full-time Irish workers experience burnout
In the workplace, rude behaviour can come from multiple sources. Employees can experience them from their work colleagues and, in some industries, workers may face uncivil episodes from external parties, such as rude or demanding customers.
Our recent study conducted among healthcare professionals investigated whether mistreatment from co-workers or patients had a more profound effect on employee well-being. Our findings showed that being mistreated by co-workers had a more significant impact than mistreatment by patients.
This could be due to perceived injustice because being disrespected by a work colleague is, in a way, a violation of trust and norms of professionalism. When a co-worker displays rude or dismissive behaviour to another, it undermines the dignity and worth of the targeted individual. Despite the awareness raised in scholarly work, social work issues like incivility are still prevalent and are a significant cause of workplace demands.
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From RTÉ Radio 1's Today with Claire Byrne, how to deal with workplace bullying
So how can you deal with a rude co-worker?
Organisations usually have codes of practice that emphasise professionalism, respect and dignity at work. From a human resource perspective, it is challenging to address incivility because rude acts are ambiguous.
Nonetheless, employees can still take steps to minimise the prevalence of such behaviours. First, we should remain calm and professional when a co-worker is rude. Some argue that this is easier said than done. Yes, I acknowledge this can be difficult, but we must remember that responding professionally and maintaining composure is a positive reflection of our character and reputation at work. This demonstrates that we can handle challenging situations and set an excellent example for our fellow workers.
If we respond with rudeness or anger, we can escalate the situation, leading to conflict and other undesirable consequences. Additionally, reacting this way can cause stress and may impair our well-being. In line with this, we can approach the offending co-worker and address the issue by stating (professionally and calmly) how their behaviour affects us. This makes the offenders aware of their actions and can potentially decrease the likelihood of their reoccurrence.
From CBS This Morning, how to deal with workplace rudeness
Seeking support is another way to deal with a rude co-worker. Support can come from your network of friends, family, and even trusted co-workers. Support can be empowering. Knowing that you have people to rely on, share your experiences, and express your frustrations can create a sense of belongingness and help you feel more confident in dealing with the offending co-worker. Certainly, social support can lessen the toll of incivility on our well-being because it gives us comfort and reassurance, helping us cope with stress and frustration.
Keeping a record of specific instances of incivility, including a description of the behaviour, can also be an effective way to minimise rude conduct at work, particularly if the behaviour is consistent and worsening. Documentation has various purposes. First, if the situation becomes more serious and you need to take formal action, keeping a record of these incidents can provide proof to support your claim. Also, documentation aids management and us practitioners in identifying patterns and trends of rude behaviours over time. This information can help create specific strategies and interventions to address the instigators.
Dealing with rude co-workers is one of the difficult aspects of working life, but it is not impossible. We can handle such challenging situations by understanding the nature of incivility and its impact and using effective strategies to address the issue. As we attempt to create a courteous and respectful workplace, always remember to prioritise your well-being and seek support when needed.
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The views expressed here are those of the author and do not represent or reflect the views of RTÉ
