How to Earn Respect From Employees

Consider having an open door policy so employees know they can come to you with problems in confidence.

Earning respect from employees is a crucial issue for every boss. Whether you have been in charge of a team of people for the majority of your career or are just starting out as a leader, being respected by your employees is an ongoing part of your career. Earning employee respect requires that you understand what employees want. Beyond money and benefits, which may not be in your control, most employees want to feel valued for their work and respected by their manager. It will help you to earn your employees' respect by showing them that they are important members of your workforce.

Instructions

1. Lead by example. Expecting employees to be productive when you are not results in an unappreciated double standard. When employees are putting in extra hours to complete a project, you should be working alongside them.

2. Foster a team atmosphere and make yourself a part of the team. When assigning projects to employees, participate in brainstorming sessions or other discussions with the group. Encourage and trust them to work out problems on their own. This will unite the workforce and employees will invest more in their work. This will also provide you with the opportunity to observe their work styles, strengths and weaknesses.

3. Delegate jobs and responsibilities so that employees take ownership of their work. Enforce accountability for everyone involved in a project. Give the appropriate employees credit for their successes.

4. Identify company goals and reward employees for meeting these goals. Having clear objectives allows all employees to understand expectations. By knowing what you want, they will be able to perform their jobs effectively. If they do not, setting clear goals provides you with the basis for an honest discussion about any problems or shortcomings.

5. Ask for employees' input and ideas. Once they give you their opinion, listen and respect their viewpoints. You will not be able to put all ideas into action, but allowing employees to be heard is an important part of feeling valued. Let employees know the best way to approach you with problems or suggestions and have a system in place for doing so.

6. Have an annual anonymous survey to determine the climate of the workplace. Ask employees to rate you, other supervisors, their own work and company policies. Compile the results and have a company meeting to discuss the survey outcome, any changes that will be made to resolve issues or any policies that will remain due to employee satisfaction.

7. Explain your viewpoint. Take the time to discuss why you make certain decisions or why policies are in place. Understanding your reasoning allows your employees to trust your methods and decisions. When there is a major shift at the company such as new management, budget cuts or lay-offs, have a meeting to explain what is occurring to eliminate rumors and give employees an opportunity to ask questions.

Tips & Warnings

• Understand that not all employees may like you or your leadership style. Continue to treat these employees the same as the employees with whom you have a good relationship.

• While being honest and asking for help can show that you value employee skills, be sure that you do not take their talents and willingness to help for granted. If it is a skill that you should have or a job you should accomplish, take the necessary steps to handle the task on your own.

• Do not over-explain your methodologies or leave all decisions up for discussion. When there are nonnegotiable decisions, be honest about what is happening and explain why this particular decision or system is not up for debate.

References

• "Entrepreneur"; Awkward!; Chris Penttila; April 2009
• "Entrepreneur"; How to Earn Employees' Respect; Dr. David G. Javitch; June 2003
• "Entrepreneur"; Becoming a Master of Persuasion; Brian Tracy; November 2007
• "Entrepreneur"; Handing Employee Complaints; Rod Walsh; October 2002
• "Entreprenuer"; Why Should Your Employees Like You?; Nancy Mann Jackson; July 2009