You're a new supervisor. How do you earn the respect of your team?

We will always be faced with different people, with different ambitions, character and attitudes. Some are easier to deal with, others not so much, but from the experience I've had, I've always tried to treat everyone equally, with respect and politeness, even though some don't reciprocate. And always make it very clear what the objectives and goals are to be achieved, impose limits, and clarify as much as explain whenever necessary so that they clearly understand what they need to do. Always maintain professionalism and humanism.

Understand the Team Dynamics: Before making any significant changes, spend time understanding the team's dynamics, how they work together, and the challenges they face. This shows that you value their current working style and are not there to impose changes without understanding the context. Be Approachable and Open: Encourage open communication by being approachable. Let your team know that their opinions and suggestions are valuable. An open-door policy can help foster a trusting relationship. Lead by Example: Demonstrate the work ethic, attitude, and behavior you expect from your team. Your actions will set the standard for what is expected, showing your commitment to the team's goals and values.

"Respect" follows Newton's 3rd law. To earn respect, one has to give respect. Give respect starts with listening your team members, understand their viewpoints, value their expertise & work domain. It progress with clear communication about one's vision, strategy, expectations, timelines. Always encourage team members to come up with innovative and/or alternative solutions of problems; and discuss, evaluate effectiveness of the same with them envisioning end result. And last but not the least, take responsibility of failures as individual and give credit of success to the team.

In my experience, clear communication gains you the trust of your team as they feel you know what you are doing and can lead them effectively.

Be genuinely interested in people's lives. Have their backs in tough times. Listen to their ideas, concerns, observations. Solicit their thoughts. Do what you say you are going to do.

Respect is earned. Make sure you respect yourself and the your work force. Regardless of how good you treat them if you don’t respect them and yourself they will also not respect you. You can be the favorite but not respected.

We human beings need role models and examples to follow as we grow. We learn through imitation first, then through experience. More often than not, it is the negative experience that teaches us the most lasting lessons. Leading by example (rather than legal authority) is a matter of course, there is no other way really. The true leader sets the pace, the behavior, exposes the team to all sorts of professional challenges, promotes initiative, acknowledges achievements and provides support in times of crisis.

Leading by example is a powerful way to inspire and influence others. Here are some key steps to effectively lead by example: 1. Set high standards: As a leader, it's essential to establish clear expectations and high standards 2. Be self-aware: Understand your strengths, weaknesses, and the impact of your actions on others. 3. Demonstrate integrity: Consistently act with honesty, transparency, and ethical behavior. 4. Show empathy and understanding

-Model the behavior you hope to see -Be transparent -Acknowledge the strengths of your team -Be approachable -Encourage healthy debate -Set standards and hold people accountable -Address points of contention and conflict immediately (in a positive manner)

1. Build relationships. Respect is earned when trust is given. Leaders must build genuine (professional) relationships before they can be effective. If your team doesn’t know you care about them; their talents, their contributions, or their unique challenges you won’t be very successful as a leader. Connection comes before direction. 2. Showing reasonable vulnerability and acknowledging the areas where you may be less knowledgeable and the team may have more expertise helps to build that initial trust. 3. And lastly, and probably the most important: do what you say you are going to do, when you say you’re going to do it. Admit when you’re wrong and always give the credit back to the team when things go right.

As Jim Rohn rightly pointed out. "The challenge of leadership is to be strong, but not rude; be kind, but not weak; be humble, but not timid". A great leader respects the diverse strengths in a team and knows how to harness the team's energy to translate vision into reality. Listen to all their suggestions, challenges, aspirations and then ask them what more you can do to help them perform more efficiently. Be there for them at all times so you receive honest inputs that can help mould a better solution.

A supervisor who wants to earn respect from employees should be collaborative in their approach.This means involving your employees in setting goals,planning projects and solving problems and encouraging them to share their ideas,suggestions and feedback Respect is earned therefore you also need to -Give respect.It starts by understanding the people under you and appreciating their strengths. -Show your work ethic,this invloves leading by example. -Be consitent.As you start your new role as a supervisor,there is a solid chance you will need to lay down. some ground rules.Make sure you are consistent with those rules and the consequences. -Be open to feedback.Do not be afraid of constructive feedback.

In my years of managing, I found the best way to get my teams respect is to first show them respect. Being honest with them by setting clear and attainable expectations. Never ask them to do a task and not follow up or provide feedback. Provide genuine praise and appreciation. When praise is provided, leave ulterior motives out of it. Be sure to get to know your employees by not assuming everyone has the same background. Celebrate and support differences working in the team. Clear and open communication will prevent misunderstandings within the team who will appreciate this level of consideration.

To earn respect: 1. You should show your team members how much you appreciate the differences in industrial environment and how kin you're to learn their procedures, take time to master , then slowly suggest ideas where necessary not forgetting to hear their point of view on your suggestion such that it will be a more of a team's decision than yours. 2.Make them appreciate your concern about their safety first, empower them through individual development programs .

Je fais exactement le contraire, pour moi tous mes equipiers forment une seule équipe, pas de diversité à mettre en avant. Même loi pour tout le monde. Comme dans la Légion Etrangère. Et ?a fonctionne.

One of the first lessons I took into my first supervisory job was understanding and practising the stages of contribution model. This allowed me to understand the lines between supporting and micro managing and working below my contribution level. This also freed more time for me to spend observing, giving feedback and coaching.

1. Lead from the front. 2. Give others the credit. 3. Help others to succeed. 4. Teach others to adopt a Continuous Improvement Philosophy. 5. Challenge others to learn a minimum of 1 new anything each day & to share it with you. 6. Own up to your mistakes by sharing with your Team & encourage them to do the same. 7. Practice Ethical behavior & inform your Team that you expect them to do the same. 8. ALWAYS deliver on your promises as it is a measuring tool of TRUST.

I think Simon Sinek said it best, "Leadership is not about being in charge. Leadership is about taking care of those in your charge." I have had the privilege to supervise many outstanding teams and have always focused on empowering and delegating. Plus, it feels good to work in an environment that is collaborative, comfortable sharing ideas, and are valued. When it comes to empowering, often people will ask questions or for guidance to find the immediate answer they seek; how to do something, where to find something, etc... so I would challenge them back, not with an easy answer but with socratic questioning to stimulate thinking. Can be frustrating at first, but over time, your team will look back and appreciate it.

Before becoming a supervisor I always felt the most frustrated and the least motivated when I had a supervisor that I didn’t feel listened. Talk to your team, listen to them, feel out for what they can and want to do and set them objectives that allow them to use their own skills to come up with solutions. Allow the team to use their previous experience often and allow the team to work through the difficult situations on their own in order to grow. Be supportive but don’t do everything for them. Be clear in your tasks but leave room for individuality.

Consider that delegation for new managers is one of the toughest skills to get right. Always pay attention to who on your team has skills that would best suite tasks. Additionally, try to make sure that tasks are evenly distributed between those who can perform it. Last thing you want are individuals overworked or worse, under appreciated for what they do! Always balance the level of work each has to build their skills and keep them from getting burnt out. And never forget to give them credit. If they assist with an important KPI presentation that you have that afternoon? Let your executive team know that you have an all-star individual on your team!

Remember - You're a leader NOW. How you speak to or with a direct report or other peers makes a difference. Providing constructive feedback is a learned skill - it's not natural! Key things to remember when giving feedback: - Constructive feedback is information-specific, issue-focused, and based on observations. - When giving constructive feedback, don’t fall into the trap of using praise or criticism. - Be direct when delivering your message. Get to the point & avoid beating around the bush. - Both negative & positive feedback should be given in a straightforward neutral manner. - Avoid "need to" phrases, which send implied messages that something that didn't go well. There's lots more, so develop your feedback skillset.

Coaching and feedback are essential, yet new supervisors must also seek feedback. Many leaders, particularly those new to supervising, tend to prioritize giving directions, viewing communication as one-sided. I challenge this mindset, highlighting the importance of dialogue when coaching dynamic individuals in dynamic work environments. Consider football coaches who consult with players about struggles, conditions, and perspectives. This dialogue doesn't detract from their coaching role; it enhances it.

Na minha Experiência o feedback e treinamento continuo aproxima o lider do liderado pois demosntra uma preocupa??o genuina pela pessoa e nos permite conhecer a historia de vida/profissional de cada um com isso estreitando os la?os ente os líderes e seus colaboradores

In order for feedback and coaching, first one has to be approachable and give clear expectations. If your team does not know what this looks like, you need to be transparent with them and show them. Often, a new leader misses this and expects their team to know what to do, but that's not always the case.

Feedback and coaching are vital components of effective leadership and team development. Feedback provides valuable information to team members about their performance, while coaching offers guidance and support to help them enhance their skills and achieve their full potential. As a supervisor, providing feedback and coaching consistently is essential, not just during formal evaluations. Regular feedback sessions allow for ongoing communication and alignment of expectations, fostering a culture of continuous improvement within the team.

Get out there. On the tools beside them working and communicating building real trust and real working relationships. Don't be afraid to say I was wrong. I don't know and most importantly be human it's okay to not know and ask stupid questions.

Understanding others, willingness to adjust approaches, viewing challenges as growth opportunities, and committing to continuous learning embody adaptability. Empathetic communication, openness to change, and personal development as keys to effectively navigating diverse situations and fostering innovation. The above support a flexible and adaptable mindset essential for leadership. Rigid methods often fail. Adjusting one’s approach based on the situation and the team’s or individual’s response is crucial for success and implies flexibility and adaptability.

Be flexible and adaptable according to the business needs, Be open to new ideas, you need to be able to adjust your plans, strategies, and actions to meet the needs of your team and your organization.

To put it short: Shifted Focus: Reorient your mindset to prioritise a common team goal, allocating at least 40% away from individual pursuits. This ensures collective growth and unity.

flexibility is the prime feature in your qualities which definately helps you to earn respect and desired outcome from the team.

Build Relationships: Take the time to understand your team members on a personal level. Building strong relationships fosters trust and camaraderie. Recognize Achievements: Publicly acknowledge and celebrate individual and team accomplishments to boost morale and motivation. Stay Humble: Recognize that leadership is a continuous learning journey. Stay open to feedback and continuously strive to improve your leadership skills.

To gain your team respect, be honest, supportive and more importantly never lie to them. Treat them the way you want to be treated.

You earn the respect of the team you lead by showing them that you’re knowledgeable, leading them from the front, providing tools and removing obstacles, and most importantly investing in their growth and development.

Remember that the best communicators are the best listeners. With 2 ears and only one mouth, you should listen twice as much as talk…

There isn't just one thing that you need to do as a leader to earn the respect and trust from your co-workers. You have to listen, be present, make yourself available, and make sure that everyone knows your expectations. Know that only time and consistency can earn trust and respect. It is a two way street, a leader has to also earn the respect and trust of their co-workers. Respect for the position and respect for the person are two completely different things.