How important is etiquette in the workplace?
When it comes to etiquette in the workplace, manners are a must. However, according to a recent report, Canadian bosses have some bones to pick with rude employees flaunting protocol.
An Accountemps survey has uncovered what really annoys employers in regards to their discourteous staff. The most common annoyance bosses voted for included running late and missing meetings (25%), followed by checking phones during meetings (23%) and gossiping (14%).
In contrast, employees surveyed cited talking about colleagues as their number one gripe, followed by being distracted during meetings and not responding to emails in time.
“Employees need to be aware of the impact their behaviour at work can have on their reputation and career prospects,” commented David King, Canadian president of Accountemps.
“Being responsive and considerate of others not only underscores a person’s reliability and professionalism, it can also can set them apart for future growth or advancement opportunities.”
Furthermore, 36% of workers believe that being friendly to their co-workers could lead to career advancement, with 65% of bosses agreeing it does go some way in helping. However, managers also added that an employee’s skillset it the main reason for promotion.
“Respect is reciprocal,” explained King. “Regardless of seniority, consider how you want to be treated and extend that same courtesy to those around you. Being attentive and polite can go a long way toward creating a more enjoyable, collaborative work environment.”
Respecting colleagues is one thing, but can you legally demote an employee for being rude? We spoke to Matthew Certosimo, partner at Borden Ladner Gervais LLP, who revealed when HR can take action against disrespectful workers.
“The analysis begins with the terms and conditions of the employment contract” he told HRD Canada.
“The employment relationship in Canada is contractual in nature, so whether with respect to the original position of hire or a subsequent promotion, a court would likely seek to determine whether the employer had the right to act as it did under the contract.”