Respectable Suggestions for Winning Workers' Esteem
 Managers' misconceptions can drain productivity. The notion of respect is basic. But too often, managers misunderstand or neglect it - with unhappy consequences.
Failing to elicit respect from employees can threaten productivity by leading to interpersonal conflict and unnecessary stress. Respect is critical in the workplace because every person - manager and employee alike - needs to be valued as a person, as well as for his or her work.
Unfortunately, respect between managers and employees seems to be in short supply these days. Human resources professionals spend hours mediating conflicts that are often simple breakdowns in basic respect.
Many managers have these misconceptions about respect:
Managers are entitled to respect simply by virtue of their position. This couldn't be further from the truth. Respect is earned, not bestowed by title, salary or seniority.
Workers are primarily motivated by money. While money is important, surveys of workers repeatedly show that appreciation ranks as a much higher need.
If you want your employees to respect you, you must take the initiative in showing that you respect and value them. As a leader in your organization, you set the pace for how this type of value can be shown.
The vehicle for communicating this respect and value to each person is a meaningful relationship. It's the kind of relationship that requires a significant investment of time and effort on your part. But the payoff for you and your employees is so big it will seem well worth it in the end.
The keys that unlock respect and value in your employees can be found by practicing these principles:
- Value people over tasks
- Invite communication
- Create choices
Value People Over Tasks
As a manager, you're given authority to make decisions and direct behavior. That authority can be an asset or liability, depending on how you use it.
Let's look at a hypothetical example of a manager who uses authority poorly. We'll call him Dan.
Dan manages 12 people who test, package and ship his company's product. Management expects Dan's team to stay on schedule. Dan makes rounds several times a day to check on his people, rarely talking with them about anything except efficiency problems. He's known as a perfectionist who lacks social skills, but people higher in the organization like his productivity.
Dan may get the job done, but he devalues his employees by treating them like machines. In turn, his workers are discontented in their jobs, and feel disdain for him.
Dan likes being in authority, and he strictly enforces the rules of the workplace hierarchy. The only thing his employees respect about Dan is that he has the ability to fire them. So they comply with this treatment.
But imagine how much better the same work situation could be if the manager took a few minutes on a regular basis to deliberately build a relationship with each of his employees. As a manager, you can use your authority to level the playing field and extend value to your employees. Here are some practical ways to do this:
Take interest in their personal lives. Remember that employees have lives outside work. Ask about family, interests, hobbies and so on. Follow up on things they've told you, such as a family member having surgery.
Step down from the pedestal. Admit when you've made a mistake. Be willing to apologize or disclose a shortcoming. This lets your employees see you as a real person, instead of merely "the boss."
Give praise. Look for opportunities to genuinely affirm and compliment employees' work. Be specific in your praise. For instance, "I really appreciated you working an hour longer than usual to get that shipment out on time."
When you consistently show your people that you value them as more than a means to getting the work done, you'll have employees who are more eager to do the work.
Invite Communication
 Most communication in the hierarchical "one-up, one-down" relationship flows from manager to employee in the forms of directives, training, reviews and memos. This may be practical, but if it's the main form of communication between a manager and employee, it won't foster an optimal working relationship.
Respect implies that the employee is given opportunities to communicate, too. And the way you respond to employees' attempts to communicate speaks volumes about respect.
Encourage employees to approach you with questions, concerns and suggestions. Keep in mind that some workers find this difficult because of your authority, so treat their concerns with importance. Listen attentively, ask follow-up questions for greater understanding, and express appreciation for their courage, time and effort in talking with you.
Ask your employees how their jobs could be more satisfying and efficient. Seriously consider implementing any suggestions they give you. And if you do so, be sure to tell the employee who gave you the suggestion.
By listening to employees and extending respect to them, you make them feel empowered. Empowered employees take greater responsibility for their jobs and how they fit into the company. As a manager, that's exactly what you want - and you haven't had to demand it from them.
Create Choices
Giving employees choices is another way of extending respect. Choices foster a sense of control over their circumstances. This is the concept behind the popular policy of flexible hours or "flex time." It gives employee greater choice within the structure of the workplace.
For instance, suppose an employee approaches you with a suggestion to improve her job. In return, you could invite the employee to implement the suggestion for a period of time. Let her make the necessary choices to see if it will work. This communicates that you trust the employee's judgment, which is vital to a healthy relationship.
The choices you offer can be large or small. For example, you could let your employees:
- Solve problems without your input
- Choose the food offered at a luncheon
- Decide who takes certain responsibilities on a project
The possibilities are endless. When employees act responsibly with the choices given, a manager should create and encourage more. This promotes creativity, self-direction and initiative.
Respect is like a boomerang - throw it as far as you can, and it eventually circles back to you.
In a fast-paced business world, we love techniques that give immediate results. The practices for earning respect won't result in quick fixes to workplace problems. But they are powerful ways for you to give your employees the value they deserve as people, and for you to get the respect you deserve as a responsible manager.
About MINES & Associates
|
Newsletters
