We can’t PREVENT misbehavior or incivility in the workplace; it is a given. On occasion, it WILL happen between colleagues or between managers and team members, especially when we disagree. When our ideas are threatened, we can become defensive and offensive, resulting in angry or uncivil behavior. We can, however, tackle this behavior rather than trying to put up with it or ignore it.
I could write reams of quotes on the adverse effects that incivility has on teams in organizations. Suffice it for me to say that it is significant and is still neglected in many organizations.
The solution we are proposing for our organization is called Civility123. Without going into too much detail here, I will give you a brief outline. It consists of 3 phases of accountability for our incivility or misbehavior.
That is, we OBJECT to misbehavior during a disagreement in 3 phases and in real-time, rather than complaining about the person later, thus nipping any potential for long-term disputes in the bud.
- Caution – A verbal warning that requires a simple acknowledgment, or escalate to…
- Object – A written email objection that requires a simple apology or escalate to…
- Stop – A post on our dispute peer review platform and requires an acceptable apology from either or both participants to resolve it.
Once the offended person has posted their dispute on the Disputz.com site, it would consist of all their correspondence. Anyone in the organization can then offer feedback on their dispute. At this point, whoever is deemed to have misbehaved would need to provide an acceptable apology consisting of:
- What was said
- Why it was said and
- What he or she would do next time
- Civility Live
The third and final phase of their dispute would be to zoom the dispute on our Civility.live video platform. Each person could nominate up to 4 team members in the organization to adjudicate their dispute. Failure to resolve the dispute at this stage without an acceptable apology from either or both would mean a vote is taken by the team members and they would recommend someone for dismissal.
Of course, all participants in an organization would need to agree to use the Civility123 toolkit beforehand, and it would apply to every member of the organization, from the Janitor to the CEO.