Sometimes one thing affects all things. So fixing that one thing improves everything else.

As owner or leader of an organization, you want more of these:

     •  Revenue

     •  Cost savings

     •  Profit

     •  Stakeholder value

     •  Collaboration and positivity on your team

     •  Respect from your people

     •  Respect from your peers

     •  Enjoyment and fulfillment in your work

     •  Peace of mind / good night's sleep

And fewer of these:

     •  Claims, attorney demand letters, lawsuits

     •  Underperformance, lack of productivity, errors

     •  EEO charges

     •  Turnover

     •  Settlement payments

     •  Employees who make everyone else miserable

     •  FMLA abuses

     •  Legal fees

     •  Excessive absenteeism

     •  Harassment investigations

     •  Opposition, passive aggression, sabotage

     •  Hostile Work Environment investigations

     •  Lost customers

     •  General complaints

     •  Worker's Compensation claims

     •  Workplace violence

     •  Health insurance premium increases

     •  Time lost for building the business and driving results

Fortunately, addressing one aspect of your business can do both. This aspect is the cornerstone for organizational success.

It's secret to getting more of what you want and less of what you don't…

Civility comes down to mutual respect. It's feeling that others are going to include me and respect me in everything that we do. It's all those little things that make another person feel comfortable, respected, and valued in the workplace.

Debbie Curl-Nagy, MBB MSW

Lead Civility Consultant

Incivility, on the other hand, describes a host of behaviors that violate norms for mutual respect, inevitably harming individuals and organizations.

And incivility is pervasive.

Sure, we recognize the gross incivilities, but the subtle ones are perhaps even more damaging, slowly but surely tearing down an organization.

A leader knows they have a problem with civility when things just don't feel right. There's a sense that the team is not performing up to full capability, despite having talent and experience. The leader knows this, but they don't know necessarily why it is.

Dr. Mark S. Nagy, PhD

Meridiem Chief Research Officer

The MAC™ was developed by Meridiem Chief Research Officer Dr. Mark S. Nagy and has been administered to thousands of employees in varying organizational settings.

The MAC™ is a scientifically reliable and valid assessment of 5 factors of Workplace Civility, and accomplishes this through asking team members only 30 questions.

It literally takes only minutes to administer.

The resulting report gives you an Overall Organizational Civility Score, with breakout scores for the 5 factors that compose the overall:

     •  Individual Civility

     •  Coworker Civility

     •  Supervisor Civility

     •  Work Environment Civility

     •  Civil Communication

You can know quickly and accurately why and where the incivility exists in your organization so that you may address the forces holding you back.

Which leads to the other very good news…

Team Civility can be reliably and decisively addressed and improved.

Meridiem is proud to partner with Marcus Management Consultants to offer a discovery and learning process that will free your organization to focus on its aspirations, highest priorities, and goals.

While solutions are particular to organizations and their specific assessment results, remedies generally follow a 3-Step process:

     1. Find common ground, clarifying and uniting understanding of roles and goals.

     2. Establish a baseline level of emotional and relational skills and capabilities.

     3. Collaboratively define culturally-specific agreements.

And through pre- and post-testing using the MAC™, you can know quantitatively what changed, how much it changed, whether it's sticking, and where to go next for even higher levels of organizational performance and wellness.

Also, all Team Civility learning sessions can be conducted online.

Investing in business development without fixing the company culture is like pouring water into a bucket that has a fist-sized hole in the bottom.

Fix the bucket first.

Mike Sheehan

Meridiem Founder & CEO

But I've already done Harassment Prevention training.

Frankly, doing harassment training to fix workplace culture is something like inoculating yourself against the flu with a nasal decongestant.

Harassment behaviors are just one symptom—albeit a toxic one—of cultural misalignment, and a small subset of what encompasses the totality of Team Civility.

Addressing civility can cure your organization of all manner of toxic behaviors, but even more importantly, can address global causes for failure to achieve optimum health and maximum results.

That's a strong inoculation.

You're talking about investing in soft skills training when I need hard results.

Some recent data from SHRM (Society of Human Resource Management) are worth considering...

49% of American workers have considered leaving their current organization.

Nearly 1 in 5 have left their jobs in the last 5 years, and problems within the culture are the #1 reason why.

3 of 10 workers say their manager does not encourage a culture of open and transparent communication.

Nearly 1 in 4 say they dread going to work, don't feel safe voicing their opinions about work-related issues, and don't feel respected and valued.

The total cost to the company of turning over an employee is about 1.5X their annual wage, per employee.

Turnover due to cultural issues has in the last 5 years cost American businesses $223 billion.

Those are very hard results.

meridiem.io

3825 Edwards Road, Suite 103, Cincinnati, OH 45209

© 2020 Meridiem LLC. All Rights Reserved.