The Benefits of Civility Training at Work.

Providing workplace civility training is crucial in ensuring that employees behave in a manner worthy of respect. Whether it is through formal training or informal peer mentoring, this approach can increase morale and create a positive culture at work.

A successful civility training program also ties civility to improved operational results. As such, it is imperative to communicate its benefits at all levels of the organization.

In today’s acrimonious climate, a lack of civility at work is a significant problem. Recent studies have found that 38% of American workers say their workplaces are less civil than they would like them to be. Moreover, 67% believe that there is an urgent need for workplace civility training. In fact, a recent study conducted by Harvard Business School found that incivility in the workplace costs businesses millions of dollars every year. Incivility in the workplace is characterized by sarcastic comments, inappropriate jokes, and condescending behavior.

“In today’s acrimonious climate, a lack of civility at work is a significant problem.” ~ Urgency of Civility

Civility training courses will cover a range of topics, such as effective listening, conflict management, and positive language. Participants will also learn how to create “ground rules” for interacting with others. In addition, civility training can help employees develop a positive mindset and learn how to be assertive. This will help them to better relate to others, which is essential in today’s world.

In addition to providing employees with better workplace civility, companies also stand to benefit from a more productive environment. An environment that is free from negativity increases communication, promotes innovation, and reduces stress. As a result, a more positive workplace environment has a positive impact on a company’s bottom line. But employers need to be aware of NLRA liability risks when implementing civility policies. For instance, a rule requiring employees to “be respectful to others” would violate the NLRA if it was intended to prevent discussions between partners. Likewise, a policy that prohibits employees from discussing concerns about wages and benefits would be a violation of protected concerted activity.