Video transcript:
Gallup’s latest research reveals that only 37% of US employees strongly agreed that they are treated with respect at work. That score matches the record low tallied in 2022 at the height of the Great Resignation.
The best scores were in 2020-2021, when 44% of US employees strongly agreed that they were treated respectfully.
We coach leaders and team members to be role models of authentic respect and validation in every daily interaction. When everyone demonstrates authentic respect, those behaviors boost employee commitment, loyalty, engagement, service, cooperative problem-solving and results.
Here is a sampling of observable, tangible, measurable behaviors that clients have used to specify how leaders and team members demonstrate respect and validation.
Do what you say you will do; keep your promises.
Be generous with your knowledge.
Adjust your communication terminology and level of detail based on the audience and context.
Proactively communicate changes to task or project delivery.
Actively listen to and acknowledge others’ ideas and concerns to generate the best solutions.
Win as one team. Engage in cooperative problem-solving, thoughtful research, exploring resources, etc., so deadlines are met and customers are thrilled.
Be consistently kind, treating others in a professional, friendly manner.
Offer constructive solutions when sharing observations or presenting challenges.
When issues arise, go directly to the person(s) contributing to the issue to map out mutually beneficial solutions.
Praise and celebrate others’ ideas, efforts and accomplishments.
Some of these behaviors might work perfectly in your work environment. Others may need to be tweaked a bit to fit your unique business requirements.
The only way such behaviors become embedded is when formal leaders model, coach, measure, celebrate and mentor these behaviors. When team members see leaders consistently modeling the organization’s respect behaviors and holding others accountable for those behaviors, frontline staff will embrace them.
Not everyone in your organization will accept your respect standards. You can’t make someone change; they must change themselves. For those who reject respect, lovingly set them free. Kindly help them find employment somewhere else.
These practices will help more of your staff feel strongly respected and validated at work.
Opinions expressed by SmartBrief contributors are their own.
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