Vicki Anderson

Respect is consideration for another individual that is tied to the amount of trust you have for that person. You may earn respect but others decide whether to give it to you or not. You can’t demand it.

We talk a lot about whether you respect and trust your manager. You may respect the position but because you don’t trust the person, you don’t behave as if you respect him. When there is a lack of a show of respect by the worker, trust from the manager further declines as well as respect toward the worker.

The same is true for the manager’s employees. The manager may respect the need for the worker and the worker’s skill, but if the worker isn’t trustworthy, the manager is not likely to give the show of respect the worker desires. Thus, the worker tends to distrust the manager.

This is a downward spiraling situation. A lack of a show of respect on either side can destroy trust in the other party. Now, I am not suggesting that we give lip service to this by “sucking up” and pretending we respect someone who is untrustworthy. I am simply saying that you have to give it to get it. When you treat others with courtesy and respect, they are more likely to treat you the same. When you act in a manner that considers others’ positions, they tend to do the same. When you care about the contribution of others, they tend to care about yours. It is the yin and yang. It is the balance of power that each person holds over the situation.

So, tomorrow morning, why not start fresh? Treat everyone you meet with the utmost respect. Act like they are smart, caring, hard-working, and worthy of your time. Try it for a few days and let me know what kind of response you get.

An organizational culture is very important because it determines how you will do business, how you will treat your customers, and how you will treat your employees. This is a three-legged stool built with respect. The Key Principles for Toyota include Respect for Others. This means everyone.

Your employees will only treat their customers as well as they are treated. If someone does not feel respected, they are not likely to respect others. It will be easier to be judgmental and arbitrary toward others. For all the bad treatment we receive at the hands of others, it boils down to a lack of respect. If you respected the other person, you would not use a sarcastic tone of voice to them. You would not get mad at the slightest variance from your expectations. You would want to be helpful because you respect that their intentions are good.

How hard it is for employees today to feel that their management respects them when they are considered so disposable. So many employees feel they have no choice but to shut up and do as asked–even if they disagree or know it is wrong. How hard it is for managers today to feel that their employees respect them when they have to monitor their every movement for fear they will be not working or not doing what they are supposed to do without prodding.

How poorly served are customers today who have to deal with vendors who don’t seem to care about serving them. It is easy to get mad at the apathy or disrespect shown when seeking help. How does this translate into your business’s bottom line? Organizations that encourage respect bring repeat business from their customers, who tell more customers.

Respect cannot be legislated. You cannot command that someone respect you. You have to earn it and I think you have to give it in order to get it. If you want a respectful environment for your employees and customers, it is important to stop allowing disrespectful behavior. As leaders, set the tone by the way you treat others. Talk about the importance of the show of respect toward one another. Everyone can give you examples of what disrespect looks like, but there may be varying answers to what respect looks like. Start the dialog today and get people involved in setting the standards at your organization. It can start with you.