The 4 Respect Languages: The Secret to Employees Feeling Respected
Part 3 of the series “Respecting Employees Goes Beyond Politeness”
Interpersonal Respect — Managers Behaving with Courtesy and Dignity
Authors: Gerald Finch, Fernanda Cevallos, and Maria Elena Monar
When discussing respecting employees, it’s not just about being courteous and polite. While courtesy and politeness are important, there are more impactful forms of respect, such as Informational and Procedural. These expressions of respect were addressed in Parts 1 and 2 of the series and are briefly explained at the end of this article.
Nevertheless, Interpersonal Respect is still essential, and in this article, we explain the significance of Interpersonal Respect in the workplace. Furthermore, we provide tips for managers on ways to demonstrate Interpersonal Respect to their employees.
What is Interpersonal Respect? Interpersonal Respect is about treating employees with courtesy and dignity. It’s about valuing their opinions and contributions and creating a safe and supportive work environment.
How Managers Can Demonstrate Interpersonal Respect to Employees
Here are some tips for managers:
Lead by example. Model respectful behavior for your employees. Politeness and respect should be modeled from the top down. This is an essential first step. Ensure that senior leaders and executives exemplify polite behavior. When employees see their superiors displaying courteous conduct, they are more likely to adopt similar behaviors.
Use respectful language. Avoid using harsh or condescending language. Communicate in a courteous and considerate manner. Be mindful of your tone of voice. Avoid using a raised voice or sarcastic tone, even if you are frustrated.
Active listening. Pay attention to what your employees say. Show genuine interest in their thoughts, concerns, and ideas. Avoid interrupting or dismissing their ideas as inappropriate or unimportant. Allow them the space to express themselves fully and then offer feedback.
Provide feedback constructively. When giving feedback, focus on specific behaviors or actions rather than criticizing the employee. Stick to observable behaviors and outcomes, not personal attributes or character. Use specific examples to illustrate your points.
Be approachable. Encourage an open-door policy so employees feel comfortable coming to you with questions, concerns, or feedback. Make yourself available for one-on-one conversations as needed.
Value diversity and inclusion. Promote a diverse and inclusive workplace where all employees feel welcome and respected.
Show appreciation. Express gratitude for the contributions of your team members. A simple “thank you” goes a long way in making employees feel valued. Of course, managers should avoid excessive praise where compliments do not seem sincere.
Respond to concerns promptly. If employees raise concerns or complaints, address them promptly and sensitively. Take their feedback seriously and work towards finding a resolution.
Be respectful of employees’ time. Be on time for meetings and appointments, and avoid scheduling meetings outside of regular work hours unless necessary.
Be open to feedback. Be willing to listen to your employees’ suggestions and feedback, even if you disagree.
In conclusion, Interpersonal Respect is essential for creating a positive and productive work environment. Following the tips above, managers can demonstrate Interpersonal Respect to their employees and create a workplace where everyone feels valued and respected.
The series’s fourth and last article will address Distributive or Compensation Respect.
The Four Respect Languages ® is created to promote respect through managerial training, publications, and research. It aims to show how The 4 Respect Languages can increase respect and employee engagement by emphasizing the four ways (IPIC) employees perceive respect:
1. Informational Respect: This language has the most positive impact on employees. Managers demonstrate respect in this language by providing adequate, timely, and truthful information and explanations.
2. Procedural Respect: Employees perceive decision-making as fair and transparent. This includes employee-related procedures and policies.
3. Interpersonal Respect: This language pertains to treating employees with politeness and dignity.
4. Distributive Respect: This respect relates to the fairness of employees’ outcomes, including compensation and rewards.
Contacts: Gerald L. Finch (gfinch@usfq.edu.ec), Fernanda Cevallos (fernanda.cevallos@experience7.com), and Maria Elena Monar (maria.monar93@gmail.com)
