Rude Awakenings: Overcoming Incivility in the Canadian Workplace
Canadians are often seen as polite, friendly, and easy to get along with. We say “sorry” when someone else bumps into us, we hold doors open for strangers, and we pride ourselves on keeping conversations courteous. But beneath this reputation lies a reality that many organizations face: incivility in the workplace is on the rise, and even small acts of rudeness can snowball into bigger issues.
At HR Proactive, we see this firsthand in our one-to-one workplace training sessions. Often, the root cause isn’t outright malice—it’s familiarity gone too far. Colleagues become comfortable, boundaries blur, and those little niceties that once smoothed interactions start to fade away. What’s left behind can look like impatience, curt communication, or a lack of respect. And that has consequences.
The Cost of Incivility
Incivility may seem minor compared to harassment or discrimination, but its impact runs deep:
- Erodes trust and teamwork: Employees stop collaborating openly when they feel disrespected.
- Undermines productivity: Workers spend more time managing conflict than focusing on tasks.
- Damages mental health: Ongoing rude or dismissive behaviour creates stress and burnout.
- Affects retention: Talented employees are less likely to stay where respect is missing.
For Canadian organizations striving to build inclusive and respectful workplaces, ignoring incivility is no longer an option.
Why Canadians Struggle with “Polite Incivility”
One of the challenges we notice in Canadian workplaces is what we call “polite incivility.” It shows up in passive-aggressive emails, sarcastic comments disguised as jokes, or in colleagues who avoid direct conflict but undermine one another in subtle ways. Because these behaviours don’t always cross legal or policy lines, they’re harder to address—but they can be just as damaging.
Strategies to Overcome Incivility
Overcoming workplace rudeness requires more than reminding people to “be nice.” It’s about creating a culture where respect is expected and modeled at every level. Here are a few strategies Canadian organizations can use:
1. Reset the Standards
Revisit your codes of conduct and policies to explicitly include expectations around civility, respect, and communication. Sometimes employees need a reminder that these “soft skills” are actually essential workplace requirements.
2. Address Issues Early
Don’t wait until a conflict escalates. Coaching or one-to-one training can help employees recognize when their tone, words, or behaviours have crossed a line, and provide them with tools to reset relationships.
3. Model Respectful Leadership
Leaders set the tone. When managers consistently demonstrate respect, patience, and professionalism, employees are more likely to follow suit.
4. Encourage Open Communication
Create safe ways for employees to voice concerns about incivility without fear of backlash. This helps prevent resentment from festering and ensures issues are dealt with constructively.
5. Provide Training and Support
From respectful workplace programs to individualized coaching, ongoing learning is key. These initiatives help employees reflect on their behaviours, strengthen interpersonal skills, and build healthier workplace habits.
Moving Forward: Reclaiming Civility
The Canadian workplace doesn’t need to accept incivility as “just the way things are.” We may be known for our politeness, but that doesn’t mean we’re immune to rudeness, blurred boundaries, or strained relationships. What matters is how organizations respond.
At HR Proactive, we believe civility isn’t just a nicety – it’s the foundation of a respectful and productive workplace. By addressing incivility head-on, organizations can prevent rude awakenings and instead foster environments where professionalism, kindness, and respect thrive.
