Why must managers know if employees hate your company, feel disrespected, or both?
(Exploring the difference between hatred and disrespect)
Author: Gerald L. Finch
Usually, employees who hate their work and feel disrespected have lower job satisfaction and work engagement. But it is important to know some key differences between hatred and disrespect.
Hatred of work by employees is primarily a feeling of dislike or aversion towards their jobs. This can stem from various factors, such as the nature of the work, the company culture, the relationship with colleagues, or the lack of opportunities for growth and advancement. Employees who hate their work may find it difficult to motivate themselves, be productive, and have a positive attitude. The actions to address these concerns can be different than addressing disrespect.
Feeling disrespected at work is a more specific feeling that arises from being treated unfairly by superiors, colleagues, or the company as a whole. This can include being ignored, belittled, or unfairly blamed for mistakes. Feeling disrespected at work can damage self-esteem, make employees feel undervalued, and erode loyalty and engagement.
Based on our four years of research, we know that employees feel disrespected in four ways (IDPI), with Interpersonal Disrespect having the most negative impact and Informational Disrespect having the least.
1. Interpersonal Disrespect pertains to not treating employees with politeness and dignity and may include emotional or physical violence.
2. Distributive Disrespect pertains to the lack of fairness of employees’ outcomes, including compensation and rewards. This does not necessarily mean paying high compensation; rather, it means paying fair compensation.
3. Procedural Disrespect pertains to the perception that decision-making is unfair and not transparent. This includes employee-related procedures and policies, such as employee performance measurement systems.
4. Informational Disrespect pertains to providing inadequate, untimely, and nontruthful information and explanations.
In conclusion, it is important to distinguish between hatred hatred of work and feeling disrespected. Both can lead to dissatisfaction and disengagement. However, the nature of the work, the company culture, the relationship with colleagues, or the lack of opportunities for growth and advancement often cause hatred. Perceptions of unfairness often cause perceptions of disrespect.
Our research shows that employee engagement can be significantly increased by first focusing on disrespect and turning the four disrespect factors into respect factors.
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. Contacts: Gerald L. Finch, PhD (gfinch@usfq.edu.ec), Fernanda Cevallos (fernanda.cevallos@experience7.com), and Maria Elena Monar (maria.monar93@gmail.com)
