Mutual Respect – Career Skills from MindTools.com

Mutual respect is about everyone being valued for who they are and what they bring to the table. It involves seeing people's unique contributions, recognizing ... MENU JoinMindTools Login SkillAreas Back SkillAreas LeadershipSkills TeamManagement StrategyTools ProblemSolving DecisionMaking ProjectManagement TimeManagement StressManagement CommunicationSkills CreativityTools LearningSkills CareerSkills LearningFormats Back LearningFormats Bite-SizedTraining BookInsights(Audio) CareerCafe ExpertInterviews(Audio) Forums Infographics Learningstreams MindToolsApp MyLearningPlan Quizzes TemplatesandWorksheets Videos ForBusiness Newsletter Blog AboutUs HomeCareerSkillsEffectiveWorkingRelationshipsMutualRespect BytheMindToolsContentTeam BytheMindToolsContentTeam 13MINREADMutualRespectBringingHumanityandFairnesstoWork We'realldifferent–becauseofwhoweare,wherewecomefrom,whatwebelievein,andhowweliveourlives.Butweallhavevalueashumanbeings. And,withtherightapproach,ourdifferencescanimproveourexperienceatwork,andenhancewhatwecanachievetogether. Todothis,weneedtocreateenvironmentsinwhicheveryonefeelswelcomed,fairlytreated,andfullysupportedtodotheirbest.Inshort,it'saboutprioritizingmutualrespect. Inthisarticleandvideo,weexplorethebenefitsofmutualrespect.Wealsooutlinethechallengestodoingsoandprovideyouwithpracticalstepstobuildmutualrespectinyourworkplace.​ Clickhere   toviewatranscriptofthisvideo. WhatIsRespect? Respectisthefoundationofhumaneandethicalbehavior,andmutualrespectunderpinsgoodrelationships.Tohaverespectforapersoninvolvesafundamentalbeliefintheirrighttoexist,tobeheard,andtohavethesameopportunitiesaseveryoneelse. Respectdoesn'tmeanignoringpeople'sdifferences,orsimplytoleratingthem.Rather,itinvolvesrecognizingdifferences,understandingtheirsignificance,andrespondingwithinterest,politenessandcare. Mutualrespectisalsobasedonasharedbeliefinthebenefitsofdiversity–thevarietyofbackgrounds,abilitiesandviewpointswithinyourteam. Butitalsomeanslookingbeyonddifferences.Withmutualrespect,youavoidlabelingpeopleinunhelpfulways.Instead,youcelebratetheuniquethingsthateachofusbrings–andcapitalizeonallthatwehaveincommon. Mutualrespectshouldbeapparentthroughouttheworkplace,frompoliciesandprocessestoindividualinteractions.Ithasaguidingroletoplayinface-to-facemeetings,writtencommunications,bodylanguage   ,andthewaysinwhichpeoplebehavetogether. Youcanstilltackledifficultconversations,aslongasyoudosowithtactanddiplomacy   .Andofcourseyoudon'thavetoagreewithotherpeople'sideasorbeliefs.Youcanstillformfriendshipsandalliances.Youcanfeelproudofyourindividuality,andofanyconnectionsyousharewithothersatwork. Butbesuretocontributetothecultureofrespect.Mutualrespectcanonlybeachievedwheneveryoneseesitasacrucialandpositiveforceatwork. WhyDoesMutualRespectMatter? Imaginetryingtoworkfreely,collaborativelyandcreativelywithsomeoneyoudon'trespect,orwhodoesn'trespectyou.Maybeyoudon'tneedtoimagine! Lackofmutualrespectnotonlygetsinthewayofyourwork,butitcanalsodamageyourrelationshipsandyourself-esteem.Anditcouldleadtoillegalorunethicalbehaviorsuchasbullyingorharassment. So,it'simportanttosharerespectwitheveryoneyoumeet,howeverdifferentfromyoutheymayappeartobe–whetherbecauseofage,ethnicity,sexualorientation,physicalability,experience,skill,education,orreligion,forexample. Themanybenefitsofmutualrespectinclude: Improvedwell-beinganddecreasedabsenteeism. Amorepositiveandfocusedworkingatmosphere. Trustedandopencommunication. Collaborativedecisionmaking. Bettercreativity,problemsolvingandinnovation. Morehigh-qualityapplicantsforjobs. Increasedloyaltyamongstaff–leadingtobetterretentionofvaluedpeople. Areputationforfairnessandethicalstrength. Note: ResearchbyMcKinseyandCompanyshowedthatorganizationsthatwelcomediversityarebetteratattracting,retainingandmotivatingtalent.What'smore,they'relikelyamongthemostprofitablecompaniesintheirsector.[1] IdentifyingDisrespect–andDealingWithIt Toplayanactivepartinacultureofmutualrespect,youfirsthavetotakea"zerotolerance"approachtoanythingthatgoesagainstit. Thefollowingquestionswillhelpyoutospotwhenyouorothersarebeingdisrespectful–whetherovertly,orinmoresubtleways: Doesthebehavior: Comeacrossasrude,hostileordiscourteous? Harm,disruptorupsetsomeoneunnecessarily? Negativelyaffectpeople'sworkortheirrelationships? Undermineyourteam'scohesion? Damageyourorganization'smissionorreputation? Breakorganizationalrules,orisitdishonestorillegal? Ifyouanswer"Yes"toanyofthesequestions,you'velikelyseensomethingthatneedstobestopped. Thismaymeanchangingyourownbehavior–possiblybreakinglong-heldhabits.Oryoumightneedtotaketimetolearnmoreaboutthesituationortopicforyourself. Whensomeoneelseisbeingrudeordisrespectful   toyouoracolleague,thinkcarefullyaboutwhetheritwouldbebesttochallengethemyourself,orwhetheryou'llneedsupportfromamanagerorfromHR.Andifyou'reactingonsomeoneelse’sbehalf,alwaysfindoutwhattheywouldliketohappennext. OurarticleBadBehavioratWork   hasadviceaboutidentifying–anddealingwith–anythingthatdoesn'tfitinacultureofmutualrespect.AndBenneandSheats'GroupRoles   isausefultoolforrecognizingsomeofthemoresubtleformsofnegativebehaviorthatmaybeimpactingyourteam. Note: Whateverlevelyou'reat,it'simportanttobefamiliarwithyourorganization'spoliciesonharassmentandbullying   .Thiswillhelpyoutoknowyourownrights,andtotreatothersfairly,inlinewiththeanti-discriminationlaws   ofyourparticularcountry,regionorstate. CreatingaCultureofMutualRespect There'sno"one-size-fits-all"approachtoinstillingmutualrespect.Thereare,however,severalpositivepracticesthatyoucanadopt. Beforedoingso,thinkcarefullyabouttheneedsofyourorganizationandthepeoplewithinit,andhighlightanyspecificareasofconcern. Whenyou'veworkedoutyourpriorities,herearesixstrategiestoboostmutualrespectatwork: FindingThisArticleUseful? Youcanlearnanother214careerskills,likethis,byjoiningtheMindToolsClub. JointheMindToolsClub Today! GettheFreeNewsletter Learncareerskillseveryweek, andgeta bonusworkbook 8WaystoBuildGreatRelationshipsatWork,free! ReadourPrivacyPolicy 1.GettoKnowOneAnother Sometimes,peoplearedisrespectfuloutofcarelessnessorignorance. Tocounterthis,encourageyourpeopletotakeaninterestinoneanother'sbeliefs,behaviorsandpreferences.ThePerceptualPositions    techniqueisagoodwaytoboostempathyandexploredifferentpointsofview.AndtheJohariWindow   isapowerfultoolforboostingself-awarenessandtrustinteams. Youcouldalsooffercoachinginactive listening   and mindful listening   skillstoimprovecommunicationandunderstanding.Butrememberthatit'shardtoseethewholepictureofsomethingifit’snotyourownpersonalexperience. Perhapsthereareparticularsocialeventsthatwouldallowhelpfulconversationstotakeplace,orwaystoletpeopleshareaspectsoftheirpersonalorculturallives.However,thesewillonlyworkifthere'sanatmosphereoftrust,andifnoonefeelspressuretorevealorexplainmorethantheywantto. 2.LearnAboutYourDifferences Somedifferencesarehardertounderstandthanothers,particularlythoserootedinunfamiliarcultures.Andsometimes,whenyoustarttogettoknowpeople,youfindyourselfwithbiggerquestionsthanbefore–andnewareasofpotentialconflict. Soit'sagoodideatogetexpertadviceasyouexplorethedifferencesinyourorganization.AForbesreportlisted10ofthemosttrustedspecialistsinthisfield.[2]AndprofessionalbodiessuchasTheSocietyforDiversityintheU.S.,andInclusiveEmployersintheU.K.,cansupportyoutohaverespectfulandmeaningfuldiscussionsaboutdiversity. Inaddition,atoolsuchasTheSevenDimensionsofCulture   canhelpyoutounderstanddifferentcultures'preferencesandvalues. Tip: ManyorganizationsuseEmployeeResourceGroups   (ERGs)toimproveawarenessofspecificaspectsofdiversity.BeforecommentingontheBlackLivesMatteragenda,forexample,orparticipatinginaPrideevent,acompanycouldconsultwiththeappropriateERGstoensurethatitsapproachwasappropriate,expressedwell,andsupportedfromwithintheorganization. 3.PromoteGoodManners Goodmanners   areclearmarkersofyourrespectforsomeone.Theyshowthatyouwantthemtofeelrespected,andthatyou'vemadeanefforttodoso. Whenpossible,taketimetoresearchtherulesofetiquettethatapplyinparticularcontext.OurarticleAvoidingCross-CulturalFauxPas   explainssomeusefulstepstotake,particularlywhenyou'reworkingwithpeopleindifferentcountries.Youmaystillmakemistakes,butyoureffortstoberespectfulwillusuallyreassureothersaboutyourgoodintent. Wheneveryou'reinanydoubt,askingotherpeoplehowthey'dliketobetreatedisthemostrespectfulthingtodo. Note: AuthorRosanneThomassaysthatrespectingotherpeople'spreferencesisastepupfromthe"GoldenRule"(totreatothersaswewouldwishtobetreated).InourExpertInterview   ,shecallsitthePlatinumRule:showingpeoplerespectbyfindingouthowtheywanttobetreated.​ 4.LetPeopleWorkDifferently Noteveryoneworksinthesameway.Inacultureofmutualrespect,managersshouldconsiderencouragingtheirpeopletofindtheapproachthatsuitsthembest–andwhichdoesn'tnegativelyimpactyourteamandorganization'sgoalsandobjectives. UsepsychometrictestsliketheDiSCModel®   ,Myers-Briggs®PersonalityTesting   ,andtheBigFivePersonalityTraitsModel   tohelpyourteammemberstoappreciatetheirownworkingstyles,andrecognizeotherpeople's.Thiscanhelpthemtoidentifystrengths,negotiateanypotentialconflicts,andcooperatemoreeffectively. 5.MaintainBoundaries Noteverythingisappropriatetosharewithco-workers,andnotallcommunicationisrightforwork.Politicalcampaigning,forexample,ortryingtoarguedownothers'views,cancreateunnecessarytensions,andputmutualrespectatrisk. It'simportanttoknowwheretheboundariesliebetweensharingyourexperiencesandviews,ononehand,andbeingconfrontationalorcausingembarrassmentontheother.Thinkcarefullyaboutwhat'susefulornecessarytoshareatwork,andbealerttoanyparticularlysensitivetopics. Maintainingclearpersonalboundaries   alsohelpsyoutoknowifsomeoneisencroachingonyourrights.Inaddition,ithelpsyoutoseewhenyouoverstepthemarkwithothersandriskupsettingordisrespectingthem. Tip: OurarticleHowtoHandleaPersonalRelationshipatWork   hasfurtheradviceonsettingboundariesandmaintaininghighstandardsofbehavioramongyourteam.Italsoexplainstheimportanceofconsentwithinrelationships,tofurtherstrengthenacultureofrespect–andtostayontherightsideofthelaw. 6.BeaRoleModelforRespect AstudybyGeorgetownUniversity–involvingaround20,000employeesworldwide–namedrespectasthesinglemostimportantaspectofleadership.[3] Diverseteamsoftenrequireamoreactive,"involved"managementstyle,becauseofthewiderscaleofknowledge,experienceandopinionwithinsuchteams. Asaleader,letpeopleknowthatit'simportanttochallengebehaviorthattheyfeelisunacceptable,andthatit'sOKtobeassertive   (butnotaggressive)indoingso.OurarticleManagingEmotioninYourTeam   hasadviceformaintainingrespectevenwhenfeelingsarerunninghigh. Whateverlevelyou'reat,yourwordsandactionscaninfluenceothers,soit'simportanttoleadbyexample.Workonyourself-awareness   andmanageyourownbiases   ,sothatyoudon'tunintentionallyfavorpeoplewhoyoufeelacloseaffinitywith. Alwaysmodeltheaccepting,inclusive,welcomingattitudesandbehaviorsthatyouwanttoseeotherpeopleadopt. KeyPoints Mutualrespectisabouteveryonebeingvaluedforwhotheyareandwhattheybringtothetable.Itinvolvesseeingpeople'suniquecontributions,recognizingandunderstandingdifferences,andcelebratingdiversity–butalsocapitalizingoncommonground. Amutualrespectculturebeginswithazero-toleranceapproachtodisrespect–particularlytowarddiscrimination. Helppeopletogettoknowoneanotherandtobecomemoreinformedabouttheirdifferences. Promotegoodmanners,respecthowpeoplewanttobetreated,andletthemworkinwaysthatthey'recomfortablewithwheneverpossible. Useclearboundariestobeprofessional,guardpeople'srights,andrealizewhenothersmightexperiencedisrespect. Modelthebehavioryouwanttosee,andleadotherstotakeapositiveandprincipledstancetowardrespectforall. Thissiteteachesyoutheskillsyouneedforahappyandsuccessfulcareer;andthisisjustoneofmany toolsandresourcesthatyou'llfindhereatMindTools.Subscribetoour freenewsletter,or jointheMindToolsClubandreallysuperchargeyourcareer! AddthisarticletoMyLearningPlan MarkarticleasComplete Ratethisresource Freeloginneeded. Login / CreateLogin. GetUnlimitedAccesstoMindToolsandSave50% SetyourselfupforsuccessthisSeptemberwith50%offMindToolsmembership! JoinMindTools JointheMindToolsClub SignupforourFREEnewsletter Comments(2) Overamonthago BillTwrote HiShahGul, Thankyouforsharingthatin-depthperspectiveofyourviewonmutualrespect. Workenvironmentscanstillfunctionwithoutrespect,butasyoupointouttheproductivitywillbelowandratesofattritionwillbehigh. BillT MindToolsTeam Overamonthago ShahGulwrote Givingrespecttoemployeesatallthelevelinanytypeoforganizationcanincreasetheefficiencyofthatparticularorganization.Ifanorganizationwantstoincreasetheloyaltyoftheemployeeswithanorganizationorachievingthegoalsandobjectives,respecttoemployeesmustbegiven.Theself-respectofeachemployeemustbethefirstpriorityatallthelevel.Treatingemployeeswithdignitywillhaveapositiveimpactontheoverallworkingenvironmentoftheorganization.Respectinthefieldcan’tbeonewayeitherfromtheemployeroreitherfromtheemployees,it’saparallelprocess.Bygivingrespect,theefficiencyorproductivityoftheorganizationwillincrease,andespeciallyemployeeswillputmoreefforttoaccomplishtheorganizationalgoals.Forexample,givingrespectthroughlisteningtotheopinionoftheemployeecandecreasethestressfulenvironmentandincreasetheproductivityoftheorganization.Respectmustbegivenwhileworkingindividuallyorworkingaspartofteammembers.Ifateammemberdoesnotallowtosharetheirvieworisnotgivingopportunitythan,theoutcomeofthatgroupwillnotbefullyreliableorstandardized.Soatanylevelbygivingrespecttoemployeesandinreturnsemployeestoanemployerwillbecomethestrengthoftheorganization. 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References [1]Hunt,V.,Layton,D.andPrince,S.(2015). WhyDiversityMatters[online].Available here.[AccessedMay18, 2021.] [2]10DiversityandInclusionTrailblazersYouNeedToGetFamiliarWith [online].Availablehere. [AccessedMay18,2021.] [3]Rogers,K.(2015). DoYourEmployeesFeelRespected? [online].Available here.[AccessedJuly9,2020.] Signup Toprovidefeedback UserResearch We'realwaysstrivingtoimproveyourexperienceontheplatformandwe'dlovetohearyourfeedbackonsomenewandexistingdesigns. Signuphereandgetinvitedtoparticipateinouruserresearch! 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