Coworker incivility has been associated to greater levels of employee burnout, feelings of tension, and poorer psychological well-being in terms of personal outcomes (4, 5). Employee disengagement, lower satisfaction, and poor performance have all been related to incivility in the workplace (2, 6). Organizational outcomes include increased staff turnover and decreased productivity (7, 8). These effects are likely due to the fact that incivility is a breach of social behavior that hurts one's relationships with others, which can lead employees to feel alienated from their colleagues and the organization.
Incivility can also have negative effects on an individual's physical health. For example, researchers have found links between higher rates of coworker incivility and increased levels of stress hormones like cortisol in employees (9). Other studies have shown that individuals who experience chronic incivility from coworkers may have more heart attacks and strokes than those who are treated with respect by their colleagues (8, 10). It is possible that this link between incivility and adverse health outcomes is due to other factors such as increased job stress or less healthy work environments, but more research is needed to understand these associations.
In addition to having potential negative effects on employees' physical and mental health, incivility at work can also hurt organizations by leading people to leave their jobs. Research has shown that employee dissatisfaction with their jobs is one of the main reasons why people leave their positions (11).
Unfortunately, professional incivility has a significant impact on employees' mental health and emotional well-being, frequently generating anxiety, sadness, somatic complaints, exhaustion, and diseases among nurses. These unpleasant emotions and physical repercussions might impede nurses' professional development. In addition, incivility is associated with higher rates of staff turnover.
The effects of incivility on employees can be summarized in five categories: psychological, work-related, organizational, social, and physical.
Psychological effects include feelings of anger, irritation, anxiety, stress, depression, and loneliness. Work-related effects include increased rate of error due to stress, decreased productivity due to stress, and withdrawal from the workplace due to incivility. Organizational effects include increased use of personal time, reduced participation in training programs, and fewer contributions to the organization's success. Social effects include reduced communication with peers and supervisors, and less involvement with community activities. Physical effects include headaches, back pain, muscle tension, insomnia, and diarrhea.
In conclusion, incivility has negative effects on employees' mental health and well-being. These effects may hinder nurses' professional development and increase the risk of illness among them. Therefore, organizations that want to improve their quality of care must reduce incivility in the workplace.
If your staff begin to "give up" on their jobs, it will show in a variety of ways, the most visible of which will be in their attitudes and work ethic. Employees may appear disinterested or even annoyed by their jobs, and this will reflect itself in poor performance.
The other side of the coin is that some employees may have the feeling that there is no way they can improve their skills or contribute more effectively, so they simply give up. This is not only unpleasant for them, but also for their employers who would rather have happy staff who are engaged with their work.
It is important to understand why certain employees seem to be losing interest in their jobs. Is it because they are not being given enough responsibility or excluded from key decisions? Are they being treated with respect or not given clear goals? Once you have identified the cause, you can try to fix it.
A demotivated employee can have an influence not just on an individual's productivity, but also on the broader team, producing a sour atmosphere. Furthermore, when there is increasing absenteeism or tardiness at work, as well as a lack of concentration on daily responsibilities, other employees may get anxious while trying to pick up the slack. This can lead to a downward spiral that can be difficult to break out of.
Some possible causes of demotivation include the following:
Lack of appreciation from supervisors or managers. It is important for employees to feel like their opinions are valued by their bosses; if they feel this isn't the case, then they will lack confidence in their abilities and this will show in their work performance. Employees need to know that they are being given responsibility and authority over tasks, which shows that their leaders trust them to do so correctly. If an error is made, it should be acknowledged with a sincere apology to avoid creating a negative work environment.
Employees may also become demotivated if they receive unfair criticism or negative feedback from their superiors. While it is important to receive feedback regarding any issues that may need to be improved upon, receiving negative comments can be discouraging and may cause an employee to lose confidence in his or her ability to perform tasks properly.
Changes in employment status (such as being laid off).