Have you ever left a meeting feeling dismissed, unheard, or subtly undermined? Maybe an email from a colleague carried a passive-aggressive edge, or a team member consistently ignored your input. These small moments may seem insignificant at first, but over time, they add up – and they take a real toll on individuals, teams, and entire organisations.

Workplace incivility is more than just the occasional bad mood. It’s a growing psychosocial risk that can drain engagement, weaken performance, and ultimately, drive people out of their jobs. The problem? It’s often overlooked because it’s not as obvious as bullying or harassment. But make no mistake – when left unaddressed, incivility spreads like wildfire.

Imagine walking into work each day knowing that you’ll be subtly belittled, excluded from conversations, or spoken over in meetings. You probably wouldn’t stick around for long, right? The truth is, many people don’t. Studies show that employees who experience repeated incivility are more likely to disengage, experience stress-related health issues, and ultimately, start looking for the exit.

Even those who don’t directly experience incivility feel its effects. When rudeness becomes the norm, collaboration breaks down, innovation slows, and teams become more focused on avoiding conflict than on delivering great work. Suddenly, what seemed like a few “harmless” incidents of unprofessional behaviour turns into a serious business problem.

We often think about workplace health and safety in terms of physical risks – slips, falls, and ergonomic setups. But psychosocial risks – like workplace incivility – are just as damaging, and in some cases, even more so. The stress, anxiety, and burnout caused by persistent rudeness can have long-term effects on employees’ wellbeing, making it harder for them to perform at their best.

Regulators in Australia and New Zealand are increasingly recognising the importance of psychological safety, meaning that businesses now have a legal and ethical responsibility to create workplaces that protect employees’ mental health. Leaders who ignore this aren’t just risking their culture, they could be facing compliance issues as well.

One of the biggest reasons incivility thrives is because people don’t feel safe to speak up. When employees worry about being judged, dismissed, or even punished for raising concerns, they stay silent. Over time, silence becomes the status quo, and teams lose the ability to challenge ideas, share feedback, or innovate.

Creating psychological safety in the workplace means ensuring that every employee – regardless of their role – feels heard, respected, and valued. It’s about fostering a culture where people aren’t afraid to voice ideas, admit mistakes, or call out unprofessional behaviour.

So how do we get there? It starts at the top. Leaders set the tone, and when they consistently model respectful communication, active listening, and constructive feedback, their teams follow suit. It’s also about having the right structures in place, like clear workplace expectations, open-door policies, and training programs that empower employees to navigate difficult conversations with confidence.

Think about the best team you’ve ever worked with. Chances are, it wasn’t just because they were smart or skilled – it was because they trusted each other. High-performance teams don’t just happen by accident. They’re built on strong relationships, open communication, and mutual respect. And when incivility creeps in, that trust erodes.

In high-functioning teams, people aren’t afraid to challenge each other, but they do it with respect. They know that tough conversations aren’t personal attacks, and they understand that constructive feedback is about helping each other grow, not tearing each other down. When teams operate in this way, collaboration thrives, productivity soars, and people actually enjoy coming to work.

At Steople, we see this play out in organisations all the time. The teams that invest in cultural health, leadership capability, and psychological safety aren’t just happier, they’re also more effective and resilient.

If workplace incivility is creeping into your team, it’s time to act. The good news? Small changes can make a big difference. Start by having real conversations about workplace culture, ask your team what’s working and what’s not. Take an honest look at your leadership behaviours. Are you creating a culture where people feel safe to contribute, or one where they’re constantly walking on eggshells?

And if you’re not sure where to start, we can help. At Steople, we work with organisations to build cultures of respect, strengthen leadership capability, and create high-performing teams. Whether it’s through leadership coaching, workplace assessments, or team interventions, we help businesses turn their culture into a competitive advantage.

If you’re ready to create a workplace where people thrive – not just survive – let’s chat.

Contact us today to get started.