Talent Need 2: Being Respected at Work

Dear Friends,?

Did you know that the song “Respect (R.E.S.P.E.C.T.)” by Aretha Franklin has been covered by nearly 30 artists across pop, rock, Latin dance, and even symphonic orchestra since debuting in 1967??The original is my favorite, and as an equity strategist, I believe in and live by the lyrics.?Yes, the song is about a couple in a romantic relationship, but the same principle applies to the workplace:

R-E-S-P-E-C-T?

Find out what it means to me. ?

Who knew the key to understanding how to help employees feel respected at work could be found in an Aretha Franklin classic??Said simply, we have to understand what respect means to our employees.?And, if you’ve taken my “Getting Off the Fence” course via LinkedIn, you already know that respect at work does not and has never meant being nice. ?

In everyday life, respect means displaying common courtesy, acknowledging a person’s presence, responding to needs in ways the other person values and appreciates, and listening to their advice when that advice is rooted in experience.?Respect also looks like honoring boundaries.?At work, respect means appreciating a person for their unique perspectives and abilities, trusting them to contribute to work in meaningful ways, and tapping into their expertise.

Respect at work includes consideration for the person, their values, what they know, what they’ve done, and how they contribute. In our workplaces, respect is an acknowledgment of an employee’s capability and credibility. It makes us feel trusted by colleagues and leaders and helps us see ourselves as equal to others with whom we work, which affirms we are in the right place and empowers us to perform at higher levels.?

While we all desire these same fundamental hallmarks of respect, there are nuances. Our research with Brandtrust suggests that?Black and Indigenous employees have different connotations of respect—and, conversely, disrespect—than their white counterparts. East Asians and Latinos have different interpretations than those groups. So do LGBTQ+ community members, and so on. And where there’s intersectionality, there are even more angles to consider.?In The Waymakers book, there is an entire section dedicated to how different groups perceive respect and disrespect as well as the science and context behind those perceptions. Yet even though different communities within our organizations interpret respect/disrespect differently, we can all tap into three key leadership skills to help us demonstrate respect for everyone in our workplaces: relating, collaboration, and social responsibility.???

RELATING

Being curious, open, and investing in new relationships—especially with those whose lived experiences differ from our own.?

Good leaders know that creating genuine connections with team members helps accelerate the pace of doing business.?We can speak more openly, guide more freely, adjust more rapidly, and challenge more productively when we foster true connections and psychological safety. Relating—especially across differences—leaves little room for disrespect.?

COLLABORATION

Tapping into others’ experiences and expertise to accomplish goals.?

When we ask people for their opinions on business issues, or invite them to contribute to an important project, or work alongside them to solve problems, we demonstrate that we respect both their presence and their work. And ensuring contribution from marginalized talent helps others know that you and your organization appreciate the voices, experiences, and perspectives of all people.??

SOCIAL RESPONSIBILITY

Concern for how the organization impacts people beyond the financial.??

To feel respected, people must feel their organization and their leaders care about them as human beings. That the organization supports their employees having equal access to quality, affordable healthcare for themselves and their families. That the company provides enough PTO days for employees to celebrate the holidays and observances that mean the most to them—and leaders provide the autonomy for them to use that PTO as they see fit.?And that other benefits—fertility options, adoption assistance, parental leave, flexible work schedules, mental health services, etc.—are available to help them lead full, balanced lives.?

Friends, respect is a foundational need for all people, but not all people feel respected at work—or in the world. That is a fact we cannot take for granted. We need to consciously and continually cultivate respect at work. If we don’t respect our employees, we should not be surprised when they disengage, quit quietly, or leave. ?

Relating and genuinely caring for and about our employees, ensuring collaboration, and leveraging our power and position so that all people have what they need to thrive are ways to show employees that we respect who they are and the experiences and perspectives they bring to our companies.

Leveraging these skills helps us learn what respect truly and uniquely means for our teams. Chapter 6 of The Waymakers book has more insight into respect and also explores the impacts of disrespect.?

Share how you are relating, collaborating, and demonstrating social responsibility via LinkedIn or Instagram, and tag us @thewaymakerschangegroup. We look forward to sharing our insights on the third of the 4 Talent Needs: To Be Valued, in our next newsletter. ?? ?

Together in Waymaking,

Tara Jaye Frank

& The Waymakers Change Group

Tara Jaye Frank is author of The Waymakers: Clearing the Path to Workplace Equity with Competence and Confidence and founder of The Waymakers Change Group, a human-centered management consulting firm that supports mid-sized and large companies who seek to transform their employee experience and build capacity to lead all people well.? Our proprietary approach, grounded in behavioral research and decades of inclusive leadership expertise, challenges and equips leaders to unleash the potential of all people, thereby promoting healthy workplace cultures and fueling sustainable businesses. Visit www.twchg.com to learn more.