Incivility can be difficult to cope with in the work environment, and it is something that all staff will undoubtedly experience with colleagues. When coping with a staff member who exhibits this type of behavior, it is important to clarify expectations, particularly those related to assignments. The overall expectation should be that the work will be done. Apologies and excuses will not be enough. When complaints are made, it is important to consider the facts and avoid defensiveness.

Some hospitals are now using “Code Pink” (Trossman, 2014). What does this mean? It is used to call for assistance when other nurses are experiencing unacceptable behavior on behalf of other staff. The fact that such a code is needed illustrates the frequency of incivility in HCOs. Nurses respond by going and standing with the nurse who is being bullied and support the nurse. Other areas in the workforce also experience incivility. Incivility can be viewed on continuum from negative facial expressions, to more direct verbal abuse, to threats. A key principle is everyone needs to be accountable for their own behavior. HCOs should have zero tolerance for incivility from anyone, including from managers to staff and between managers (American Nurses Association, 2014a).