I received valuable feedback on last week’s post. Thank you! Leaders asked how to immediately implement civility into their cultures. Formal training is not possible for every organization and adding another task to Human Resource’s to-do list is not a popular option either. So, this week, let’s continue the conversation around the civility trend. What if implementing civility into your culture is not expensive? What if it saves your company money? Or even brings in new revenue?
Civility as a Competitive Advantage
By building and maintaining an environment of civility you mitigate risk, attract top talent, and sustain productivity. A culture rooted in civility encourages collaboration and open communication. Organizations that embrace civility are more resilient, competitive, and profitable because it is a tool for both inclusion and knowledge sharing. Civility helps you create a workplace where employees feel valued, supported, and motivated for everyone to succeed.
Strategies to Encourage Civility
Positive Reinforcement: Implementing civility doesn’t have to cost a lot of money. Regularly recognize civil behavior and reward it either through formal awards or informal praise. When you highlight employees who demonstrate civility their behaviors are contagious and spread throughout the team. Normalize relentless respect. Spotlight random acts of kindness in your company newsletter. Take a team who lives inclusivity out to lunch. Celebrate those who go out of their way to show both effort and empathy. This can be as simple as a shoutout in an all-hands meeting or sending them an email of praise and copying leadership. Small and consistent rewards for civility can have a large impact.
Model Behavior: LinkedIn’s latest Workforce Confidence Survey says 7 in 10 U.S. employees would leave a job if their manager was bad. Retaining talent saves you money. Civility is an employee-engagement tool. Wield it by being mindful of how you communicate. Actively listen, maintain eye contact, ignore your phone, and encourage opinions that are different from yours. Recognize effort, not necessarily results. Acknowledge your staff’s hard work, even if the outcome isn’t perfect. Calling out enthusiasm demonstrates your support and builds trust. Pay attention to how different people prefer to communicate. Introverts, for example, may appreciate a written thank you note rather than having the spotlight thrown on them during a virtual meeting. Extroverts, on the other hand, would relish that.
Create Systems: Allow truth to speak to power. Create safe spaces for employees to express concerns or ideas without fear of consequences. You could hold open forums where staff can speak both freely and respectfully. You could send an email asking your team how they felt about communication and collaboration during their last project. Whatever you choose, use their input to make adjustments and keep the team aligned. For example, after the completion of your next project, send your team a short survey asking how they felt about the process. For example: “How comfortable did you feel contributing to group discussions?” or “Were you able to use your strengths?” This kind of feedback offers insights into how your team perceives their interactions both with their work and with one another. You can identify areas for improvement and make targeted changes to iterate to a more civil environment where everyone’s skills are used effectively. Use this data to capitalize on individual strengths while addressing interpersonal challenges and ensure the right people are working on the right projects. Business moves at the speed of trust. The faster your team can trust both you and one another, the more business your company can do and the more money it can make.
How do you use civility as a strategy for wise decision-making, stronger teamwork, and better results? Please share in the comments.