One of the first mistakes those in leadership make is assuming their position automatically grants them respect from others. Well, they are wrong! Respect is earned not given. An employee does not show respect by being a “yes person” and agreeing with everything their manager says or does. Respect is not the inability to use your voice. Your employees’ opinions matter. Leaders must be open to listening to various perspectives and points of view. Lastly, respect is not fear. If your team is not comfortable speaking or working with you, that is not something to be proud of.
So, what is respect?
Respect is inclusion. You will not agree with everyone’s opinions, values, or beliefs. This does not mean you should not respect it. You respect the person by not speaking negatively about the person or their belief. You can acknowledge there is a difference of opinion without trying to coerce or argue why your opinion or belief is better or correct.
Respect is sharing information. I always wanted to ensure my team was informed and up-to-speed on updates within the organization. Employees find it hard to respect a manager they cannot trust or feel does not respect them. Inclusion shows the employee they matter. Their opinion matters.
Respect can increase the bottom line. When there is mutual understanding and respect among peers and their leaders, deadlines are met. Processes are improved. The team makes a valiant effort to show up as their best selves each day. They have accepted that there are differences and purposely made the decision not to let those differences impact their day-to-day.
Implement some key changes in your team to ensure they feel respected, and you will have a more productive team. These changes include:
Listening. Do not interrupt when others are speaking.
Respecting other’s privacy
Being non-judgmental / No gossiping
Communicating. Show appreciation for employees’ work and what they bring to the table.
Treat everyone equally
How have you felt disrespected in your place of work?
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