Understanding Micro-behaviours at Work

The Little Things That Make a Big Difference

Ever had one of those days where tiny interactions just… grate? Or, on the flip side, where a small moment of recognition totally made your day? Those little, often unconscious, actions we experience daily in the workplace are what we call micro-behaviours. And while they might seem insignificant on their own, collectively they weave the very fabric of our workplace culture, impacting everything from how we feel at work to our productivity and sense of belonging.

At Skillpod, we're all about empowering you with the human skills to thrive. Understanding micro-behaviours is a huge part of that journey. Let's unpick them a bit.

The Double-Edged Sword: Microaggressions and Micro-affirmations

Micro-behaviours fall into two main camps: microaggressions and microaffirmations. Think of them as the two sides of a coin, both powerful in their own right.

The Sting of Microaggressions

Microaggressions are those subtle, often unintentional, everyday verbal, nonverbal, or environmental slights, snubs, or insults that communicate hostile, derogatory, or negative messages to individuals based on their marginalised group membership. They're like a thousand paper cuts – individually small, but over time, they can cause significant harm.

Here are a few relatable examples we might encounter in a Kiwi workplace:

• "You're so articulate for someone from [insert lower decile suburb/small town]." This might seem like a compliment, but it subtly implies that people from certain areas aren't usually articulate, challenging someone's intelligence or background.
• Assuming someone is new to New Zealand because of their accent, even if they've lived here for decades. "Where are you really from?" This can make someone feel like an outsider, regardless of their connection to Aotearoa.
• Constantly interrupting or talking over a wāhine (woman) in meetings. This can send the message that her contributions are less valuable or that she's not expected to speak up.
• "That's a bit too 'Te Reo' for this presentation." This dismisses the value of our indigenous language and can make Māori colleagues feel their culture isn't welcome or understood.
• Commenting on a colleague's religious attire or food choices in a way that singles them out. "Oh, you can't eat that, can you?" – While potentially well-meaning, it can make someone feel 'othered' and scrutinised.

The impact? Research consistently shows that microaggressions contribute to a toxic work environment, leading to feelings of exclusion, frustration, self-doubt, and can erode trust. Studies have linked experiences of microaggressions to decreased job satisfaction, increased stress, and higher turnover intentions among employees from marginalised groups (e.g., Nadal et al., 2014; Sue et al., 2007). They make it harder for people to bring their whole selves to work and contribute to burnout.

The Uplift of Microaffirmations

On the flip side, we have microaffirmations. These are small, everyday gestures of inclusion, caring, and validation. They might seem tiny, but they have a powerful ripple effect, building connection, boosting confidence, and fostering a sense of belonging.

Some examples you might recognise:

• Actively listening and making eye contact when someone is speaking, especially if they're typically quiet. This shows you value their contribution.
• Using someone's correct pronunciation of their name, or making an effort to learn basic kupu (words) in Te Reo Māori if they use them. Showing respect for their identity and culture.
• Explicitly acknowledging someone's contribution in a meeting. "That's a great point, [Name], thanks for sharing that insight."
• A quick "Kia ora" and a genuine smile in the hallway. Simple, but effective in building positive connections.
• Offering practical help without being asked, like holding a door or offering a cup of tea when someone looks busy.
• Mentoring or advocating for a junior colleague, even in a small way. "I think [Name] would be great for that project."

The impact? Microaffirmations build psychological safety, encourage participation, and create a more positive and inclusive work environment. Research by scholars like Rowe (2008), who coined the term, highlights how these small acts of affirmation can combat the negative effects of subtle bias, making people feel seen, valued, and respected – which is fundamental to a thriving workplace culture.

Navigating the Nuances with Human Skills

So, how do we navigate this subtle but significant world of micro-behaviours? It all comes down to developing our human skills. These aren't just 'nice-to-haves'; they're essential tools for building a workplace where everyone can flourish.

1. Cultivating Self-Awareness: This is your starting point. Begin to notice your own micro-behaviours. Are there patterns? Do you unintentionally interrupt certain people? Do you only engage with colleagues who are similar to you? Reflect on your own biases and assumptions. As research in emotional intelligence suggests, self-awareness is crucial for understanding how our actions affect others (Goleman, 1995).
2. Practising Active Listening: Truly listen to understand, not just to respond. Pay attention to not only what is said, but how it's said, and the non-verbal cues. This helps you pick up on subtle discomfort or opportunities for affirmation.
3. Developing Empathy: Try to put yourself in someone else's shoes. Consider how your words or actions might be perceived by others, especially those from different backgrounds or experiences. Empathy is a cornerstone of inclusive behaviour, allowing us to connect with and understand diverse perspectives.
4. Embracing Curiosity (with Respect): If you're unsure, ask. "Could you tell me a bit more about that?" or "Did I understand correctly when you said...?" Approach conversations with a genuine desire to learn, not to judge. If you've unintentionally caused harm, acknowledge it, apologise sincerely, and learn for next time.
5. Building Psychological Safety: As leaders and colleagues, we need to foster an environment where people feel safe to speak up if they're experiencing microaggressions, and where they feel comfortable giving feedback without fear of reprisal. Amy Edmondson's (1999) work on psychological safety underscores its importance for team performance and learning, as it encourages open communication and risk-taking.
6. Deliberate Affirmation: Don't wait for big moments to affirm your colleagues. Look for daily opportunities to acknowledge, appreciate, and validate. A simple "Ka pai tō mahi!" (Good job!) can go a long way.

At Skillpod, we believe that by sharpening these human skills, we can consciously shift our everyday interactions. We can move away from unintentional microaggressions towards a culture rich in microaffirmations. It's these small, consistent efforts that ultimately build a truly inclusive, respectful, and high-performing workplace.

What micro-behaviours have you noticed recently? How can we all commit to more positive micro-affirmations today? 

References

Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383.

Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. Bantam Books.

Nadal, K. L., Griffin, K. E., Wong, Y., Hamit, S., & Rasmus, M. (2014). The impact of microaggressions on people of color: Is this where we belong? In D. W. Sue (Ed.), Microaggressions and everyday racism: How do we respond? (pp. 71–94). John Wiley & Sons.

Rowe, M. P. (2008). Microaffirmations and microaggressions. Journal of the International Ombudsman Association, 1(1), 60–68.

Sue, D. W., Capodilupo, C. M., Torino, G. C., Bucceri, J. M., Holder, A. M. B., Nadal, K. L., & Esquilin, M. (2007). Racial microaggressions in everyday life: Implications for clinical practice. American Psychologist, 62(4), 271–286.