Feeling Disrespected at Work: What You Can Do for Affected Employees

In any workplace, respect is the cornerstone of a positive and productive environment. When employees feel disrespected at work, it can lead to lower morale, decreased productivity, and a high turnover rate. If you’re a manager or leader within an organization, it’s essential to take steps to address the issue immediately and foster a culture of respect.

How commonly do employees feel disrespected at work?

We looked at data from 1,957 employees who were asked if they agreed or disagreed with the statement, “Each person is treated with dignity and respect.” While 86% of employees agreed or strongly agreed with the statement, 14% disagreed or were neutral. Disagreeing with this statement had a substantially negative impact on how these employees rated their managers. They responded significantly more negatively to all 60 leadership behaviors and all 19 leadership competencies, along with 5 other engagement questions. Feeling disrespected is an extremely negative employee experience and will negatively impact the engagement of other employees and the motivation of the workgroup.

What can be done to improve the situation of feeling disrespected at work?

One possible solution is to hope the employee quits. Our research shows however, that there are less drastic, alternative tactics that can significantly improve the situation.

1. Show appreciation for differences in attitudes and backgrounds. When people feel their differences are valued, they feel respected. However, if differences make someone feel excluded or unappreciated, it can lead to feelings of disrespect. A simple way to build respect is by regularly asking for others’ views and opinions, showing that you value and appreciate their unique perspectives.
2. Stay connected and be aware of the concerns of those who are different from you. Life brings challenges to everyone, and if you’re the last to learn about an issue an employee is facing, you miss the chance to strengthen your relationship with them. Make an effort to stay in touch and be mindful of what’s happening in the lives of others, especially those with different backgrounds.
3. Build trust between you and those who are different. Trust is influenced by three things. A.) Strong relationships—the better the connection, the higher the trust. B.) Consistency—when you keep your promises and follow through on what you say, others trust you more. C.) Sharing expertise—when you share your knowledge, it helps strengthen trust even further.
4. Discuss differences of opinion openly. Many people avoid discussing issues when they know someone disagrees with them. However, acknowledging these differences and giving others the chance to express their views allows them to contribute and influence decisions.
5. Balance “getting results” with concern for others. If a workgroup focuses solely on meeting targets, people may begin to feel their personal needs and concerns aren’t important. However, when employees feel that their organization and teammates genuinely care about them, their motivation and productivity increase.
6. Resolve conflicts rather than avoiding them. Many managers believe that team members will resolve conflicts on their own, but this rarely happens. Managers need to step in and encourage team members to work through their disagreements. Unresolved conflicts make the whole team uncomfortable and hurt workplace morale.
7. Inspire others to high levels of effort and performance. The vast majority of managers (72%) are more skilled in pushing (driving for results) than they are at pulling (only 22%), which is the ability to inspire and motivate others. Inspiring leaders bring energy and enthusiasm to work with them. They make work exciting and celebrate success.

Disrespect in the workplace can hurt individuals, teams, and the overall company culture.

As a leader, it’s crucial to create an environment where everyone feels valued and respected. Leaders who excel at these seven key behaviors will boost motivation, collaboration, and excitement among their team members, overcoming issues with respect. Mastering these skills can make a big difference for any team.

-Joe Folkman, President of Zenger Folkman

KEY LEARNING: Why Employees Feel Disrespected at Work and How to Fix It

Employees often feel disrespected at work when their differences are undervalued, trust is lacking, or conflicts are left unresolved. A lack of respect can significantly decrease morale and productivity, and it negatively impacts employees’ perceptions of their leaders. To fix this, managers should show appreciation for diverse perspectives, maintain strong relationships, and engage in open discussions about differing opinions. Building trust, balancing results with concern for individuals, and addressing conflicts directly are key steps to fostering a respectful workplace culture that enhances team motivation and collaboration.

Other resources  and research for establishing respect and trust for employees.

• 7 Ways Employees Feel Respected, According to Research 
• Building Trust in Teams and Organizations
• Epsiode 142: Trust and Resolving Conflict in the Workplace