Workplace disrespect isn’t just a HR issue, it is a bottom-line business problem costing organisations up to $2 trillion annually through reduced employee performance and engagement. New research from MIT shows most professionals fail to effectively respond to inappropriate workplace behaviour, regardless of having good intentions.
The study exposes a critical gap: while 64% of people claim they would intervene when witnessing workplace harassment, only 20% actually do act if the moment arrived. This in action stems from a natural fight-or-flight response, which often leaves people frozen or reacting less appropriately when confronted with bad behaviour.
For marketing professionals and business executives:
Creating psychologically safe environments directly impacts team performance, creativity, and client relationships. When team members feel respected and supported, they are more likely to contribute innovative ideas, take calculated risks, and deliver ideal customer experiences. On the flipside, toxic workplace cultures stifle team collaboration and damage an organisation’s reputation, both internally and externally.
The research introduces a practical framework with three strategic response categories: Asserting (setting clear boundaries), Educating (encouraging awareness), and Inquiring (sparking reflection through questions). Each approach serves different situations and power dynamics within your organisation.
Another recent article from Hinge Marketing also supports benefits highlighted by MIT … “When professionals feel psychologically safe, energised by their work, and aligned with their firm’s mission, they’re not just more fulfilled — they’re more effective, innovative, and loyal.” https://hingemarketing.com/blog/story/is-your-culture-driving-growth-or-holding-it-back
Three Key Takeaways:
- Create a Framework of Phrases: Choose response phrases that align with your personality and practice them regularly until they become instinctive reactions during high-stress moments.
- Context determines strategy: Use assertive responses for clear violations, educational approaches for unconscious bias, and inquiry-based responses when challenging those with more organisational power.
- Leadership accountability drives culture: Organisations must protect employees who speak up, recognise respectful behaviour, and hold senior leaders accountable for modelling appropriate conduct—creating environments where teams can perform at their best.
Hope you enjoyed this TLDR summary.
Read More: https://sloanreview.mit.edu/article/find-your-phrase-in-important-moments/
