Earning the respect of subordinates is important for a good manager. However, it must not be due to your title but rather to your behavior and way of managing team members. In fact, respect is merited.
Sometimes, some managers seek to impose respect within their teams by using authority, which ultimately leads to a sense of fear among their employees. Unfortunately, the fear of the manager decreases innovation and creativity. And this fear of the manager, if not eradicated at the earliest, can lead to a decline in productivity.
- Your employees will be afraid to make suggestions.
- They will follow only your instructions.
- Their performance will then fall.
- Disengagement will spread.
So here are 7 tips to help you earn the respect of your employees.
1- Respect yourself
As a manager, you must respect yourself before expecting respect from your employees. So that’s the first thing to do.
Respecting oneself is about acting properly and being able to live together in harmony with others.
The art of living together prohibits you from interfering in affairs that do not concern you, from dressing badly, from insulting your employees, ridiculing them in front of others or shouting at them. Nobody actually likes being shouted at, not even you. So don’t do to your employees what you do not wish to be done to you.
Avoid being a source of conflict, don’t be a liar. They will never respect you if they discover you see you as a source of trouble. They will respect you more if they think you are a wise and virtuous person, or simply a reliable and serious person.
Being focused at work is paramount because the workplace is not a place for clowning. However, relax the atmosphere when it gets too serious.
2- Think of subordinates well-being and communicate
To earn the respect of your employees, you must show concern for their well-being. And that requires real communication and follow-up.
Discuss with them the issues they face in carrying out their tasks and achieving their goals. Take an interest in their life outside work, especially if they want to share with you.
Learn the talents of your team members. There are surely people in your company who are good in other areas besides their day job. Help them progress. This means that the manager acts well beyond the job but in the interest of these employees.
In addition, it is also very important to priorities creating a positive work environment that promotes mental health, a lot of managers falter in this area. The problem with this is that, when productivity begins to decrease, it will be difficult to detect where the problem is arising from especially if it’s coming from an employee(s) experiencing emotional problems or in an unhealthy situation.
3- Gratitude — Acknowledge and congratulate team members efforts, then give feedback
A work well done deserves congratulations. Acknowledging and congratulating a good result is to recognize the effort provided. Respect also goes by that. They will respect you because of your good comments on their work. Follow them and recognize the good work they do.
Aside from earning respect, there’s also an important benefit of giving gratitude to employees; According to Positive Psychology Program article, “Gratitude is currently one of the hottest topics in positive emotion research. People who participated in gratitude exercises were found to be more prosocial than others.” The Positive Psychology Program defines prosocial as “promoting other’s well being usually through altruistic acts.”
By implementing gratitude into the company culture, employees are more willing to spread their positive feelings with others, whether it’s helping out with a project or taking time to notice and recognizing those that have gone the extra mile.
4- Be a leader, not a simple manager
The leader is a guide, the manager is sometimes confused with a simple organizer. If as a manager, you limit yourself to the tasks of a manager, your employees will respect you only for this title. You will deserve higher respect as soon as you act as a leader.
Don’t go resting waiting for your employees to do all the work. Show them that you can do the job. Help them, be in the trenches with them, overcoming obstacles alongside them. They will only admire you for it.
In this same perspective, take into account their initiatives and their proposals when they make some. Trust them.
5- Do not be afraid to take risks and admit your mistakes
Risks can be decisive or a factor of respect for your employees. They would like to see you take risks for the company and for them. This reinforces the previous point. Indeed, taking risks could also mean taking into consideration and choosing to implement the employee idea rather than yours.
Also, if you feel that you have done wrong, acknowledge it and apologize. Some people think that it is an act of weakness, to recognize their errors and to apologize to employees. On the contrary, they will respect you for your humility.
6- Offer more autonomy and responsibility
Taking into account the potential of your employees could boost their commitment but also foster an atmosphere of loyalty and respect.
Out of respect for your employees, avoid trying to control them all the time. Do not always tell them how to do things. Give them a margin of autonomy. Empower them for certain activities.
You can try introducing a team communication solution that encourages employees to set their own personal OKR (Objective and Key Results) for the company and everyone in the team can see the contribution. Hence, boosting employee engagement and self-aware responsibility.
7- Make good decisions and stay firm.
You must make the right decisions even when it seems difficult. This gives you more notoriety. Making the right decisions is about knowing your employees well enough, but also about their level of collaboration so that your decisions have an appropriate and consistent positive impact. We respect people for their decisions. It would be bad to make decisions and contradict them according to moods or favoritism. Take your time to make decisions and stay firm. Only the irresponsible flee the consequences of their decisions.
However, your rigor must not lead you to become a person without a heart. Sometimes be flexible when you think you should.
Finally, respect is different from the fear of the chief. It is earned through decent, serious and reciprocal acts or behaviors that are adopted towards others. It steams from the particular attention that you devote to others.
Do not expect that your position necessarily gives you the respect of your employees. Otherwise, you will only get hypocrisy from some, fear from others. Respect is merited.