This week’s article is going to be a throwback to some old school reflections on the value of respect in the workplace. How is it that the word “respect” can show up prominently on lobby walls as part of a list of corporate values and show up just as prominently, as the source of grievances, when it comes to how individuals interact with each other? My guess is that it has lost its place as a marker that governs rules of interpersonal engagement. It has become a value that’s in great demand, but short supply.
In this country, we have permitted some horrid behaviours to become imbedded as cultural norms, without placing them where they belong…in the trash can. Case in point; under the guise of local parlance, we label individuals as slow, retarded, dotish and stupid. These words have no business being used as labels for individuals, not even in jest. Unfortunately, this practice has become so commonplace, that its generational persistence may continue for many years to come, unless we begin the practice of outlawing their use in our personal and professional lives, as well as in our homes, educational institutions and workplaces.
An individual’s core perspective on respect colours the way in which he or she thinks, speaks and writes.
First of all, respect should be an abiding virtue that shapes the way in which we interact with ourselves and which then flows outwards into our interactions with others. An individual’s core perspective on respect colours the way in which he or she thinks, speaks and writes. If, for example, there’s a belief that everyone deserves to be treated with respect, then respectful language and its attendant behaviours will show up in interactions with everyone, including the car park attendant, the security officer, the waiter, the customer service representative and the next-door neighbour. Each one of these interactions will be subject to the same formulaic conventions and exchanges, as the other. Additionally, there will be the absence of condescending cues that typically characterize disrespectful interactions.
If I were to select one environment in which I would start the process of elimination of disrespectful words and deeds, it would be the workplace. Managers and leaders occupy such seats of influence, that they can reset the climate of a business to reflect one that is more collegial and respectful. Of course, this may mean resetting their own view of individuals, so that everyone, regardless of race, position in the hierarchy, pay grade or gender, will be regarded as deserving of respectful overtures.
Respect should not be just a word or behavioural expectation, it should be a declaration of personal or professional standards that reflect congruence between one’s personal and professional personas.
Some starting points for the display of respect can very well be in showing respect for one another’s personal space, differences of opinion, decisions and choices. Of course, preserving the confidentiality of shared information, is the ultimate show of respect.
So far, the focus has been on the interpersonal displays of disrespect. What about the self-centered or intrapersonal dynamic, that is the relationship with oneself? I have discovered that when an individual possesses an ample portion of self-respect, he or she sets laudable standards of personal excellence for himself or herself.
The senior personnel who understand the way in which respect works, correct staff with a sense of dignity (doing so in private quarters), whilst those who don’t, take the performative route and correct staff for all to see and hear.
The thinking here, is that as a self-respecting individual, personal boundaries for acceptable behaviours from others will be established and there will be a concomitant observance of appropriate behaviours towards others. The individual begins to distance himself or herself from any attitude, pronouncement or behaviour that is misaligned with the values of respect. While sticking to these standards may be challenging, those who do, more often than not, build their credit worthiness across both personal and professional circles. A point to be noted though, is that sometimes, there’s a steep price to pay for sticking to one’s standards.
Respect should not be just a word or behavioural expectation, it should be a declaration of personal or professional standards that reflect congruence between one’s personal and professional personas. Whenever an individual begins to have a lived experience with the display of respect, his or her disposition changes. He or she no longer waits for others to earn respect, it is given unconditionally.
They understand that demonstrating respect toward another individual, is one of the highest acts of humanity, that ennobles others and awakens an innate drive to deliver their highest performance.
Incongruence in the way that respect is mismanaged, can be seen in how supervisors and managers exact the rod of correction with junior staff. The senior personnel who understand the way in which respect works, correct staff with a sense of dignity (doing so in private quarters), whilst those who don’t, take the performative route and correct staff for all to see and hear.
As a matter of fact, senior officers who are deeply observant of respectful behaviour, tend to be those who are the most approachable, who are good listeners and most effective in their interpersonal relations. They understand that demonstrating respect toward another individual, is one of the highest acts of humanity, that ennobles others and awakens an innate drive to deliver their highest performance.
Now, shouldn’t we all be taking a second look at how we demonstrate respect?