The Importance Of Respect In The Workplace

1751 Words 7 Pages



These are just a few personal qualities necessary to maintain a positive workplace culture.

Work can be stressful. But that doesn’t mean your team should perpetuate the notion.

Managers must take a deeper look into how co-workers interact and react with one another.

“While the emotional needs of today’s workforce may seem like a tall order for employers, they 're worth your attention. Investing in EQ has brought our company more engaged, committed employees, and we 'll continue to put a premium on this effort moving forward,” writes Mariah Deleon, former vice president of people at Glassdoor.

It’s all about understanding the needs, wants, and expectations of your team members.

Let’s explore how managers can
…show more content…
Are there any life changes happening, like a marriage or new baby? What keeps them up at night?

Whether you like it or not, work performance is impacted by internal and external factors beyond your company’s control.

So, if you mitigate negative circumstances or even highlight positive moments, you can improve how your team operates on a daily basis. Show that your company cares.

Rather than offering free popcorn Wednesdays, look for ways that will maximize their livelihoods and empower employees to make a difference in their communities.

For example, subsidize their gym memberships or give them a free pass to a meditation class. You can even support workers by giving them the opportunity to skip work to volunteer at a shelter.

“Make it easy for employees to offer suggestions. When an idea doesn 't have merit, take the time to explain why. You can 't implement every idea, but you can always make employees feel valued for their ideas,” writes Jeff Haden, contributing editor at Inc.

It’s all about enhancing the mind, body, and soul. Short-term fixes will only temporarily keep your workplace symptoms at bay. However, long-term solutions will provide your workers with healthier and happier
…show more content…
From project successes to loud, public disagreements with co-workers, the manager recreates the scene, like a bad CSI episode.

Sweating profusely, the employee listens to how his triumphs are minimized and how minor snafus are placed under a magnify glass.

The employee leaves with no suggestions for improvement. Instead, he’s just happy it’s all over.

Performance evaluations aren’t effective in this manner. They leave the employee unmotivated and apprehensive to try harder.

Instead, infuse emotional intelligence into your reviews. Consider the employee’s feelings. And choose your words wisely.

“In theory, artful performance feedback improves our performance, setting us on the right track. Such feedback is best given on the spot (not months later in a formal review), and with a sense of trust and openness between the giver and receiver,” states psychologist Daniel Goleman.

Improvement is the key term. Co-workers need to know what to improve upon. Sit down with employees and design a plan to move forward. You also may want to incentivize performance for goals to be achieved faster.


Related Documents