If management wants to bolster creativity and collaboration, it’s important that workplace insensitivity, no matter how insignificant it may seem, be kept to a minimum. The term insensitivity refers to actions that are low in intensity but may be viewed as dismissive or discourteous. Examples can include body language such as eye-rolling, gossip, sarcastic comments, or rude usage of mobile devices, such as during a meeting. While some workers might be able to let such instances go, others may take them personally, damaging confidence, limiting creativity, and slowing production. Typically organizations don’t do much to limit insensitivity and it’s not viewed as a particularly harmful business risk, but data actually show the opposite to be true. Recent studies found that as many as 47 percent of workers who experienced an incident of insensitivity in the workplace purposely lowered their work effort after the event, and 80 percent reported lost time worrying about the incident. About 25 percent reported taking out their frustration on a customer following the instance. To combat workplace insensitivity, managers must be clear on the culture they want to create, and work quickly and decisively to quell behavior that doesn’t fit into that culture.