Low-level rudeness – talking over people, eye-rolling, sarcasm as a weapon – is called workplace incivility. It often gets brushed off as “just how they are,” but it’s not harmless.
Why it matters
Research shows repeated incivility:
- Drains focus and working memory (you replay the interaction instead of doing the work).
- Increases emotional exhaustion and cynicism (core burnout markers).
- Spreads through teams — people who feel disrespected are more likely to pass that behaviour down.
Regulators in Australia now treat ongoing poor treatment, exclusion, and persistent undermining as psychosocial hazards employers must manage, not something employees should “toughen up” around. That means it’s about workplace safety, not personality.
What you can do early
- Name the behaviour, not the person:
“I felt cut off — can I finish my point?”
“Let’s keep this on the idea, not the person.” - Create repair:
“That came across harsher than I meant. Let me rephrase.” - Document patterns (date / situation / impact) if the behaviour repeats.
When to escalate
If the same person repeatedly dismisses, talks over, belittles, or intimidates you, this is not “a clash.” It’s a pattern that can legitimately be raised as a psychosocial risk.
Further reading & resources
- CREW (Civility, Respect, and Engagement at Work) program – a structured civility intervention developed in healthcare; evidence shows it improves team climate and reduces emotional exhaustion.
- Safe Work Australia. Managing the risk of psychosocial hazards at work (includes “poor workplace relationships” and “bullying / aggression / conflict” as hazards).
- Systematic reviews of workplace incivility link chronic low-level disrespect to reduced concentration and increased burnout risk; civility programs are associated with better engagement and team trust.
Quick take-away
Repeated “little” disrespect is not a personality quirk. It’s an identified health and safety risk.