Home > diversity > Disrespect is tough to Forgive and to Forget…

Disrespect is tough to Forgive and to Forget…

A new report just came out outlining the impact of unfair treatment in the workplace.  This report makes it clear that disrespect in the workplace degrades employee performance significantly and is something that is hard to overcome for the respective employee. 

The key from a Diversity2.0 standpoint is to focus on creating a culture of connectedness where employees feel connected to each other, their leaders, and their organizational mission and values. 

Done right, diversity is first about creating a basic level of respect, fairness, and opportunity in the workplace.  For leaders to establish respect treat everyone like they could be your boss next year.  To be fair know the strengths and weaknesses of your workforce and treat them accordingly.  And to create opportunity for everyone understand that your job is to help them reach their potential.

Read the article here

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Categories: diversity Tags: ,
  1. August 31, 2009 at 1:32 pm

    This article brings to light many of the problems facing the workplace at this very moment. Not surprisingly, the main cause of these issues is a lack of respect and appreciation and possibly disrespect in general. I feel that most of us can identify with this situation; if not personally, we know someone who complains of this very issue. The problem comes not in the existence, but the implementation of the solution. Huge undertakings and massive amounts of money are thrown at the problem in hopes of turning things around. The problem is that these actions in no way show compassion or empathy. They are merely an admission of a problem. With the lack of credible results, the company will be no better off. To correct this situation, leaders must get behind their workforce. Asking questions, seeking new leaders, and filling higher positions from within are all simple ways to enact the change that is sought. When an employee feels disrespected or is not shown empathy, they incorporate bad feelings with the company. If you have ever been to a store and were not helped or rudely served, you remember it, tell others, and try to avoid returning. In the workplace, a similar situation occurs. Workers do not have the option of not returning (for financial reasons) and so instead, they withdraw from critical communication. This process leaves the company struggling to keep up and far less productive. By creating a work environment that is acceptive and encourages participation by all employees, ideas and production will rise dramatically. What must happen is a shift in worker paradigms. A leader must behave in a way that will not fit into the worker’s expected framework. For example, if an employee expects to come in to work and make it all the way to their desk without any conversation, a leader must challenge that. They need to greet and get actively involved in the employee’s day. Not the typical corny “we value your work” speech, but a simple hello, or “I wanted to get your input on a few things” goes a long way to repair damaged feelings. Think simple, get behind your workers, and let them become involved in administrative duties. These actions will improve performance, productivity, as well as workplace moral.

  2. bjerome1
    August 31, 2009 at 8:46 pm

    I agree with everything you said. Especially the idea of keeping it simple.

  3. September 1, 2009 at 2:39 pm

    I think that Demby’s post is great and really reflects what people should get from the article. I like the idea that a simple question or “hello” from a leader when an employee walks through the door in the morning can go such a long way. I appreciate when leaders ask me questions that are not always work-related. It makes me feel like they care not just about me being there to work, but my well-being as well. A lesson learned and to take home from this article is that connectedness=great cultural workplace.

  4. Leroy
    September 2, 2009 at 3:39 am

    I concur with Mr. Demby, the perception of what we know to be the environment at work, has caused society as a whole to dread the very word, work. If the leaders at work would show the same concern for lower level employees, that is shown to those above them, then the workers would notice and appreciate that, a lot more than those in leadership positions believe. By having the employees who know they are expendable, or at least feel that way, happy, the company has people who are willing to do more without being prompted. A work environment that is not stressful, where you feel appreciated, is something rare in today’s workplace, but when you find it, it can turn not only worklife around, but many other aspects outside of work.

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