Whether an employer does not understand what respect looks like, or refuses to show it as a form of power play, it is costing organizations billions of dollars in lost revenue.
This does not include the human toll on psychological or physiological health.
It leads to retention issues, lack of commitment and loyalty, poor customer service, retaliation, or an active reduction of effort.
Kristie Rogers, assistant professor of management at Marquette University, has focused her research on the area of respect in the workplace. Certain organizational behaviors hinder or help the collaborative process and engagement among employees.
As more employees work remotely, focus may be more on tasks than modeling and enhancing the personal interactions that lead to a healthy culture.
Dr. Rogers says that there are two forms of respect, and both are important to employees’ sense of value, #belonging, loyalty, and commitment.
𝙊𝙬𝙚𝙙 𝙧𝙚𝙨𝙥𝙚𝙘𝙩 is given equally to all members of a company, regardless of level or hierarchy, as a sign of dignity and civility. Each individual that contributes to the organization is inherently valuable.
Too little may mean an environment suffers from micromanagement, criticism, or abusive behavior.
𝙀𝙖𝙧𝙣𝙚𝙙 𝙧𝙚𝙨𝙥𝙚𝙘𝙩 acknowledges employees who have exceeded performance expectations. It recognizes individual #strengths, contributions, and #talent beyond the ordinary.
Balancing levels of respect strengthens the power of interpersonal #communication.
Reinforcing a consistent and authentic model of both types of respect improves employee #wellbeing and company #performance. It creates space for professional and personal #growth.
It is a conscious and intentional use of #empathy and people skills that may keep a cutthroat culture from developing.
Whether an employer does not understand what respect looks like, or refuses to show it as a form of power play, it is costing organizations billions of dollars in lost revenue.
This does not include the human toll on psychological or physiological health.
It leads to retention issues, lack of commitment and loyalty, poor customer service, retaliation, or an active reduction of effort.
Kristie Rogers, assistant professor of management at Marquette University, has focused her research on the area of respect in the workplace. Certain organizational behaviors hinder or help the collaborative process and engagement among employees.
As more employees work remotely, focus may be more on tasks than modeling and enhancing the personal interactions that lead to a healthy culture.
Dr. Rogers says that there are two forms of respect, and both are important to employees’ sense of value, #belonging, loyalty, and commitment.
𝙊𝙬𝙚𝙙 𝙧𝙚𝙨𝙥𝙚𝙘𝙩 is given equally to all members of a company, regardless of level or hierarchy, as a sign of dignity and civility. Each individual that contributes to the organization is inherently valuable.
Too little may mean an environment suffers from micromanagement, criticism, or abusive behavior.
𝙀𝙖𝙧𝙣𝙚𝙙 𝙧𝙚𝙨𝙥𝙚𝙘𝙩 acknowledges employees who have exceeded performance expectations. It recognizes individual #strengths, contributions, and #talent beyond the ordinary.
Balancing levels of respect strengthens the power of interpersonal #communication.
Reinforcing a consistent and authentic model of both types of respect improves employee #wellbeing and company #performance. It creates space for professional and personal #growth.
It is a conscious and intentional use of #empathy and people skills that may keep a cutthroat culture from developing.
𝙀𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙬𝙝𝙤 𝙛𝙚𝙚𝙡 𝙧𝙚𝙨𝙥𝙚𝙘𝙩𝙚𝙙 𝙖𝙧𝙚 𝙢𝙤𝙧𝙚 𝙜𝙧𝙖𝙩𝙚𝙛𝙪𝙡 𝙛𝙤𝙧—𝙖𝙣𝙙 𝙡𝙤𝙮𝙖𝙡 𝙩𝙤—𝙩𝙝𝙚𝙞𝙧 𝙛𝙞𝙧𝙢𝙨.
Human needs thrive on self-esteem, acceptance, worth, recognition, and #connections.
Dr. Rogers shares seven ways that leaders and managers can convey respect to “close the gap” on incivility in organizations.
You can read the full article here:
https://lnkd.in/eUbEHJwD
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#leadership #psychology #organizationalpsychology #organizationalbehavior #respect #emotionalintelligence #empathy #consciousempathy #research #management #work #culture #wellbeing #employeeengagement