Work behaviour is defined as the modes of action and how people behave at work. It creates dynamics, productivity, and culture at large. These are visible behaviours and unspoken signals that either boost or slow down team spirit and an organisation.
It is important to understand how we behave at work: positive behaviours (collaboration, innovation, and accountability) result in engagement and performance, and the negative or toxic behaviours destroy trust and disengagement. According to the 2025 Achievers Workforce Institute report , manager recognition has dropped from 20% to 15%, and weekly employee recognition has plummeted from 29% to 19%. These delays erode motivation, trust, and employees’ sense of value.
Identifying and controlling various forms of work behaviours, from innovative to inappropriate, responsible to irresponsible, is crucial in establishing a healthy work environment.
Work behaviour is defined as the outward and inward behaviours of employees that they display in the work environment, which affect how they relate to fellow employees, how they perform tasks, and how they align themselves with organisational objectives and values.
Work behaviour is a source of workplace functioning; it determines how things are performed and decisions made, as well as how people interact. They establish behavioural standards and, in this manner, organisations synchronise individual behaviour with the overall strategy, which promotes consistency and transparency.
Work behaviour is important because it is directly connected with engagement, productivity, and retention. As an illustration, the more leaders or managers act as role models by demonstrating supportive behaviours, the more teams experience higher engagement and stronger psychological safety. Only 36% of employees feel engaged, and just 24% feel psychologically safe at work, according to a 2025 report from Achievers Workforce Institute .
Culture is created at the workplace; it is created either positively or negatively. Poisonous habits are the cause of high turnover and absenteeism. A recent study discovered that 75% of employees reported they experienced a toxic culture, and 87% of employees said that it negatively impacted their mental health. These conditions breed disengagement, burnout, and a damaged reputation.
Organisations count on various work behaviours that can be widely classified as either positive or negative. Having them helps to deal with unsuitable or irresponsible behaviours and encourages creativity and positive teamwork.
1.Innovative Work Behaviour: Innovative work behaviour is when new ideas are created and implemented to enhance the processes, products, or systems that are in place in the workplace. It encourages innovativeness, flexibility, and problem-solving that allow organisations to remain competitive, as long as employees are motivated and empowered to think creatively and go beyond routine tasks.
2.Responsible Work Behaviour: Accountability, dependability, and ethical actions are the focus of responsible work behaviour. Responsible employees will adhere to deadlines, follow the rules of the workplace, and assume responsibility for their work. These actions will establish trust, enhance the reliability of a team, and positively affect the performance of the organisation by making regular and reliable contributions.
3.Supportive Work Behaviour: Supportive work behaviour is concerned with the assistance of fellow colleagues, the promotion of teamwork, and inclusivity. When employees help others, share, and give advice, they help to create better relationships at the workplace. Such behaviour produces a favourable environment in which people feel appreciated, boosting morale and productivity.
4.Proactive Work Behaviour: Proactive work behaviour pertains to foreseeing possible difficulties, finding the solution, and acting without being told what to do. Proactive employees reduce risks, optimise processes, and improve efficiency . Such a proactive mindset would make organisations more ready and enhance their flexibility to change environments.
1.Toxic Work Behaviours: Gossip, bullying, favouritism, and negativity are considered toxic work behaviours and serve to destroy morale and trust. They destroy organisational culture, frustrate turnover, and reduce productivity, leaving workers disengaged, stressed, and unwilling to work productively.
2.Inappropriate Work Behaviour: Inappropriate behaviour at work is defined as unprofessional behaviour, which could be disrespect or the use of offensive language, or a breach of boundaries. The behaviours result in a conflict, damaged relationships, and reduced cooperation, trust, and team performance.
3.Irresponsible Work Behaviour: Incivility at work entails irresponsible behaviour such as the failure to carry out responsibilities due to a lack of accountability, missing targets, or failure to meet deadlines. This kind of activity interferes with the working process, leads to ineffective performance in teams, and causes frustration. They may lead to project delays, loss of money, and reduced organisational trust.
4.Passive Disengagement: Passive disengagement is where the employees check out mentally but continue to work physically, commonly depicted in quiet quitting. Such aloofness diminishes productivity, innovation, and teamwork, diminishing workplace morale, team spirit, and long-term organisational success.
Awareness and organised action are the beginning of improving work behaviour. When it is targeted, the strategy promotes good habits and minimises toxic patterns. Behavioural improvements are achieved by creating clear communication, training, recognition, and follow-through. Going through each of these steps will build a culture of responsible, innovative, and respectful behaviour.
Establish standards and norms of workplace behaviour. Employees require clarity on what is acceptable and what is not; accountability should exist with the employee, and individual efforts must be matched with corporate objectives, morals, and values.
Provide management with leadership and communication skills as well as conflict-resolution skills. Training assists managers to model positive behaviours, coach efficiently, and ensure that inappropriate work behaviour is not propagated throughout the organisation, since managers impact a majority of the engagement.
When good behaviours such as innovation, accountability, and teamwork are recognised, this motivates such behaviours to be repeated. Recognition by others, rewards, or appreciation by colleagues ensures positive behaviours and builds morale as the employees feel that they are appreciated and valued.
Timely and equitable handling of inappropriate or harmful work behaviours or toxic behaviours. Proper intervention will discourage escalation and tension in the workplace, demonstrating the willingness to uphold professionalism, accountability, and a healthy work environment among all employees.
Create a culture of open sharing of ideas, feedback, or concerns with employees. Open dialogue promotes trust, lessens misunderstandings, and promotes innovative work behaviour, as well as secures a psychologically safe, inclusive workplace culture.
The work behaviour checklist makes the evaluation and rectification of the employees important. It is an alert and assessment tool to maintain a healthy working environment. Below are the key points to include in a work behaviour checklist:
Embrace some critical skills in the workplace behaviour, including accountability, professionalism, inclusivity, and innovation. The list of clear behaviours helps to steer all of the actions on a daily basis, provides consistency as well, and aligns all employees towards the organisational standards and culture.
Delineate objective methods of measuring the examples of work behaviour, such as peer feedback, surveys, and performance reviews. Such criteria guarantee fair evaluation and point out the strengths, weaknesses, and tendencies that need to be improved in behaviour.
Monitor the frequency of either positive or negative work behaviour in order to create trends and patterns. Frequency monitoring assists the managers in determining problem areas, improvements, and directs the employees in the direction of consistent performance.
Offer guided areas in which to record observations, comments, and employee responses. This module not only promotes positive feedback but also endorses responsible behaviour and improves growth by making sure that there are continuous debates on how to improve behaviours at the workplace.
Establish remedial procedures, materials, and timelines to deal with improper conduct at work. Frequent follow-ups enhance responsibility, foster growth, and maintain progress in the development of favourable work behaviour at the team level.
