“Work at Respect(TM)” – Find out what it means to me…and your company

By hrs-admin / April 2, 2013 / Uncategorized No Comments

R-E-S-P-E-C-T……… As you read these letters perhaps you are thinking about Aretha Franklin and her 1960s hit song? I would venture to say that is who most people think about when they here that word.  But, after presenting a new training program called “Work at Respect(TM)” implemented by HR Solutions, I no longer think about Aretha Franklin, but how this concept needs to be applied in the workplace in order increase productivity and return on investment and to mitigate risk and exposure.

Employers invest a lot of time and money into training their supervisors and staff on the technicalities of the copious labor laws that employers are subject to.  But, how many invest their time into training their supervisors on the “simple” concept of RESPECT? I say simple, but anyone who has had to apply this principal in everyday life or in the workplace may argue that it’s not really that simple. Supervisors often get wrapped up in “making the widgets” or arriving at their destination from a productivity standpoint, but they forget that the journey or path that they took to make the widgets or arrive at the destination was just as important. Successful leadership is not just producing the final product or the innovating the widget making but also the way in which the journey taken to the final destination was made. Cultivating a culture of respect in the workplace will assist supervisors in not only successfully arriving at their destination but also at taking the correct paths and least risk adverse approaches to get there. Being respectful in the workplace will mitigate your risks against claims of harassment, discrimination, wrongful termination, and so many other pitfalls. It can also lead to better employee relations, more productivity and ultimately more profitability and return on investment for the Company. It can also safeguard individual careers.

33,512 and 30,356 represent the number of race and sex discrimination claims filed last year alone .  25,742 and 26,379 represent the number of ADA charges in 2011 and 2012. In January of 2013 the American Psychological Association Center conducted a survey in which more than a third surveyed experienced chronic work stress. Of these surveyed, only 51 percent said they feel valued at work. There was also a feeling of dissatisfaction due to the lack of opportunities employees felt they had to share their ideas. And for those who have gotten to share their ideas less than half (37%) said that their employer makes changes based on the feedback. Startling facts right!?   Have you ever considered that the litigious environment across our workforces and the lack of appreciation or respect may have a positive correlation?

Are you contributing to this litigious, undervalued workforce?  I would agree that most of us do not intend to be malicious, disrespectful, or degrading to anyone. But perception is key. In most cases it was the perception of an action that lead to a claim filed. There are some behaviors that we need to stray away from in the workplace and there others that we need to embrace.  Applying these behaviors decrease exposure making for a less litigious and more productive working environment. Have you ever done or said something at work that you wish you could take back?

Supervisors must work at respect in order to cultivate a culture of respect in the workplace. It’s called work because it’s not always easy and may not come natural.  The habits of respect are being respectful, empathetic, supportive, professional, earnest, considerate and tactful. Do you treat your employees with respect? Are you being a successful leader by not only making the widgets but mitigating your risk and protecting the company’s assets?  “Work at Respect(TM)” and you will be a successful supervisor.

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