(That’s right… sing along with Aretha Franklin.)

Find out what it means to me…

What if we change the setting of Otis Redding’s lyrics from a personal environment to a work environment and ask this question…

Leaders… Do you know what RESPECT means to your employees?

Christine Porath knows. In her book, Mastering Civility: A Manifesto for the Workplace she answers this question for leaders all over the world.

Take a look at her findings of over 20,000 employees who felt respected by their leaders:

  • 56% better health and well-being
  • 89% greater enjoyment and satisfaction
  • 92% greater focus and prioritization
  • 26% more meaning and significance
  • 55% more engagement

Here’s a supersized key finding from Dr. Porath’s research which stopped me in my tracks…

Being treated with respect had a more powerful effect on employees than other more celebrated leadership behaviors including recognition and appreciation, communicating an inspiring vision, providing useful feedback — even opportunities for learning, growth, and development. 

WOW. As a leader who is looking for ways to engage and create an environment which motivates your people delivering RESPECT at work is key.

In this article…

You will have 3 key ways to deliver and supersize RESPECT to the people you lead.

Let’s start unlocking….

KEY 1– Increase your self-awareness and know your civility/respectful behavioral strengths and weaknesses. 

Dr. Porath makes it easy with a link to a computerized assessment of the following behaviors. Simply click, complete the questions and get a nifty summary including areas of civil/respectful strengths and suggestions for your future development.

Neglecting to say please or thank you, using email when face to face is needed, taking too much credit for collaborative work, emailing text during meetings, keeping people waiting needlessly, talking down to others, delaying access to information  or resources, failing to acknowledge others, using jargon even when it excludes others, passing the blame when you’ve contributed to a mistake, spreading rumors about others, belittling others non-verbally, retreating into your e-gadgets, shutting someone out of a network or team, taking advantage of others, paying little attention or showing little interest in others’ opinions, not listening, setting others up for failure, ignoring invitations, showing up late or leaving a meeting early with no explanation, insulting others, belittling others’ efforts, making demeaning or derogatory remarks to someone, taking others’ contributions for granted, grabbing easy tasks while leaving difficult one for others, forgetting to include others, speaking unkindly of others, emails are disrespectful when disagreeing, interrupting others, avoiding looking out for others, judging those that are different from you, failing to appreciate others’ efforts.

Have you taken the assessment or planned a 20 minute time slot in your busy schedule? Gift yourself (and others) with your additional respectful savvy.

Key 2– Be a role model and invite others to practice respect daily with you.

Share your commitment to practice respectful behaviors and civility at the workplace and home. Talk about the behaviors in the Dr. Porath’s assessment. Encourage others to take the assessment and acknowledge their behavioral strengths which promote respect. Identify some behaviors you want to increase.

Invite others to join you and commit to a civil, respectful work environment. Sign an “Honor Code”. That is, sign a statement, I will practice respectful behavior daily. Post the signatures somewhere prominent and mention it often.

Make respectful behavior a conscious commitment. Celebrate your efforts.

Key 3– Practice self-care and compassion consistently.

Clearly stress is the source of a lot of uncivil, rude behavior. Harried schedules filled to the brim with activities and responsibilities leave little time for thinking and feeling. More and more is absorbed and it’s on to the next scheduled event.

I like what Jeff Weiner, CEO of LinkedIn does. He writes in his schedule, This space is intentionally left blank. He uses the time to reflect on what he has learned so far in the meetings, encounters with others, ideas, etc. He has time to mull over, develop and plan his next steps.

I just love that. It works too. Double respect. For others and for yourself.

Here’s your takeaway…

RESPECT means a lot to your employees. Find out more. Learn additional ways to deliver respect and promote civility in the workplace.

It starts with you.

I’m curious… What does R-E-S-P-E-C-T mean to you?

I’m your coach with a therapy background who would love to talk personal strategies for a happier, more fulfilling work and personal life with you. Contact me today.