Nursing is built on teamwork and trust. But not every shift feels supportive. Many nurses face incivility at work — subtle or obvious behaviors that erode respect.
It could be a sarcastic comment, an eye-roll in a meeting, or being left out of a handoff. On the surface, these moments may seem minor, yet they add up. Over time, they weaken morale, block communication, and even put patients at risk.
In this guide, you’ll see real-world examples of incivility in nursing — from public criticism during handoffs to subtle eye-rolling in staff meetings. We’ll also break down the main causes, the ripple effects on nurses and patients, and the practical steps you can take to address incivility, both as an individual and as part of an organization.
What Is Incivility in Nursing?
The American Nurses Association (ANA) defines incivility as “rude, discourteous, or disrespectful actions that may or may not have a hostile intent.” In simple terms, it’s behavior that breaks professional respect.
It’s also important to see how incivility differs from bullying and harassment:
- Incivility is often subtle or a one-time event, like ignoring someone’s input.
- Bullying is repeated and targeted, meant to intimidate or control.
- Harassment is linked to discrimination, such as race, gender, or religion.
All three are harmful, but incivility often slips under the radar because it gets dismissed as a “bad day” or a clash of personalities.
Types of Incivility
- Overt behaviors – loud and disruptive.
- Examples: shouting, name-calling, public humiliation.
- Examples: shouting, name-calling, public humiliation.
- Covert behaviors – harder to spot but just as damaging.
- Examples: sarcasm, gossip, exclusion, subtle undermining.
- Examples: sarcasm, gossip, exclusion, subtle undermining.
Levels of Incivility
- Horizontal (lateral violence): peer-to-peer hostility, often nurse-to-nurse.
- Example: senior nurses mocking new graduates.
- Example: senior nurses mocking new graduates.
- Vertical: disrespect flowing up or down the hierarchy.
- Example: a manager ridiculing staff in a meeting, or staff openly dismissing leadership.
- Example: a manager ridiculing staff in a meeting, or staff openly dismissing leadership.
- Interprofessional: tension between different roles, such as nurse-to-physician.
- Example: a physician rolling their eyes when a nurse raises a safety concern.
Main Causes of Incivility in Nursing
Incivility rarely happens without a reason. It often grows out of stress, weak systems, or personal issues. Here are the main causes:
Organizational Factors
- Poor staffing ratios: Too few nurses create constant stress and short tempers.
- Heavy workloads and overtime: Exhaustion makes patience and teamwork harder.
- Burnout: When nurses feel drained, even small conflicts can explode.
Leadership & Culture Issues
- Weak policies: Without clear rules, toxic behaviors are ignored.
- Tolerant leaders: When managers let disrespect slide, it signals that it’s acceptable.
Individual Factors
- Personality clashes: Differences in style or approach can spark tension.
- Low emotional intelligence: Poor control of tone, gestures, or words can harm others.
- Bias or prejudice: Disrespect aimed at certain groups adds another layer of harm.
Education & Hierarchy
- Vulnerable new staff: Students and new graduates are frequent targets because of their lower rank.
- Example: A preceptor dismisses a student’s concern with, “You’ll understand when you’re a real nurse.”
- Example: A preceptor dismisses a student’s concern with, “You’ll understand when you’re a real nurse.”
Over time, this discourages open communication and lowers confidence — both dangerous for patient safety.
15 Common Examples of Incivility in Nursing
Example #1: Public Criticism
Scenario: During a busy shift, a charge nurse criticizes a new nurse in front of the team for not finishing a task quickly enough. The new nurse explains she was helping a patient in distress, but her explanation is ignored.
Why it matters: Public shaming lowers confidence and creates fear. It makes nurses hesitate before speaking up or making quick decisions, which can put patients at risk.
Example #2: Sarcasm & Belittling
Scenario: A nurse asks a clarifying question about a medication order. A colleague replies, “Didn’t they teach you that in nursing school?”
Why it matters: Sarcasm erodes trust and respect. Over time, it discourages staff from asking questions — a dangerous habit when patient safety depends on double-checking.
Example #3: Gossip & Rumors
Scenario: A charting mistake gets whispered about in the breakroom instead of being addressed directly. The story spreads, growing more negative each time.
Why it matters: Gossip damages reputations and divides teams. It keeps problems hidden instead of solved, lowering morale and teamwork.
Example #4: Refusing to Help
Scenario: A new nurse asks for help turning a patient safely. The senior nurse responds, “That’s your assignment, figure it out.”
Why it matters: Refusing to assist weakens teamwork and increases injury risks for both patients and staff. It also makes newer nurses feel isolated instead of supported.
Example #5: Social Exclusion
Scenario: A group of nurses always eats lunch together but leaves out one colleague. Conversations stop when that nurse enters the room.
Why it matters: Exclusion may be quiet, but it cuts deep. Feeling left out causes stress and disengagement. It also reduces collaboration, which patients depend on.
Example #6: Withholding Information
Scenario: At shift change, a nurse leaves out that a patient’s blood pressure dropped overnight. The next nurse only discovers it from the chart.
Why it matters: Missing or hidden details put patients at serious risk. It also builds distrust during handoffs, making teamwork harder.
Example #7: Eye-Rolling or Dismissive Gestures
Scenario: In a staff meeting, a nurse suggests a way to improve patient flow. A colleague rolls their eyes and sighs loudly.
Why it matters: Nonverbal disrespect is subtle but powerful. It discourages new ideas and makes staff less likely to share solutions.
Example #8: Disrespecting Leadership
Scenario: Nurses joke about the manager’s decisions and mock her in front of new staff.
Why it matters: Mocking leaders weakens their authority and sets a bad example. It creates division instead of professionalism.
Example #9: Racial or Cultural Incivility
Scenario: A nurse jokes about a colleague’s accent or cultural practice, calling it “just humor.”
Why it matters: Cultural disrespect harms individuals and reduces the team’s ability to give safe, culturally sensitive care.
Example #10: Sexual Comments or Harassment
Scenario: A nurse makes repeated “jokes” about a colleague’s appearance or brushes against them inappropriately.
Why it matters: Sexual harassment goes beyond incivility — it breaks professional and legal standards. It causes fear, shame, and long-term harm.
Example #11: Blaming Others
Scenario: After a medication error, one nurse points blame at another in front of the team instead of reviewing the process.
Why it matters: Blame stops learning. It creates fear around reporting mistakes, which increases the chance of repeat errors.
Example #12: Interrupting During Handoffs
Scenario: During end-of-shift report, a nurse keeps interrupting with unrelated comments.
Why it matters: Interruptions cause missed details. Poor handoffs are one of the top causes of medical errors.
Example #13: Arrogant or Condescending Tone
Scenario: A senior nurse says, “You’ll understand when you’ve been here long enough,” instead of answering a new graduate’s question.
Why it matters: Condescension discourages learning and makes new nurses feel unwelcome. Over time, this leads to burnout and turnover.
Example #14: Ignoring Advice or Input
Scenario: A nurse points out swelling at a patient’s IV site. The colleague ignores it, and later the patient develops complications.
Why it matters: Ignoring input threatens patient safety and signals that some voices don’t count, hurting collaboration.
Example #15: Invading Personal Space
Scenario: A nurse repeatedly stands too close to colleagues or touches them without consent.
Why it matters: Violating boundaries makes others uncomfortable and anxious. Even if unintentional, it shows disrespect and can lead to formal complaints.
Impact of Incivility in Nursing
Incivility doesn’t stay small. A sarcastic comment or ignored request may seem minor, but over time it spreads. The damage touches nurses, patients, and entire organizations.
Effects on Nurses
- Stress and burnout: Constant rudeness makes work draining and exhausting.
- Lower confidence: Being belittled or dismissed reduces self-trust and growth.
- Job dissatisfaction: Many nurses leave toxic units — or the profession itself.
Effects on Patients
- Safety risks: Poor communication means details get missed, leading to errors.
- Lower trust: Patients sense tension among staff and feel less safe.
- Delayed care: Conflict distracts nurses, slowing treatment and decision-making.
Effects on Organizations
- High turnover: Replacing nurses is costly. Incivility drives staff away, raising hiring and training expenses.
- Damaged reputation: Units known for toxic culture struggle to keep staff and attract patients.
- Weak teamwork: A divided team makes slower, less effective decisions.
Ways to Address Incivility in Nursing
Incivility will not fade on its own. Both nurses and organizations must act to build a respectful, safe workplace.
What Nurses Can Do
- Speak up respectfully: Use clear, calm words like, “I felt dismissed when my question was cut off. Please let me finish.”
- Document incidents: Write down what happened, who was involved, and the date. Records help if the behavior continues.
- Seek support: Talk to a mentor, preceptor, or trusted colleague.
- Set boundaries: Calmly tell others when a behavior makes you uncomfortable. Even short phrases like, “Please don’t stand so close,” work.
- Model civility: Show respect in your own actions, even under stress. Positive behavior sets the tone for the team.
What Organizations Can Do
- Zero-tolerance policies: Clear rules stop excuses for toxic behavior.
- Training programs: Teach staff how to manage conflict, give feedback, and respect cultural differences.
- Strong leadership: Managers must act quickly when incivility happens.
- Safe reporting systems: Nurses need places to report without fear of punishment.
- Team-building efforts: Debriefs, check-ins, and recognition programs improve trust and morale.
Final Thoughts
Incivility in nursing often begins with small actions — an eye-roll, a sharp comment, or a careless remark. But those small actions add up. They drain energy, weaken teamwork, and put patients at risk.
The good news is change is possible. By naming uncivil behaviors and addressing them, nurses and leaders can shift the culture. Nurses can protect themselves and their colleagues by speaking up, setting boundaries, and supporting one another. At the same time, organizations must enforce clear policies, build strong reporting systems, and show through leadership that respect is non-negotiable.
A culture of civility is not just about being polite. It’s about safe care, healthy teams, and nurses who feel valued. When respect is the norm, patients receive better care, and staff thrive in their work.
