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Georgetown University had a poll in 2018 where 20,000 worldwide employees voted their opinion. This polling study showed respect was the prioritised factor determining leadership quality amongst the majority. 

This fact encourages policymakers to reshape the company culture to date. Most of the focus is now on respecting everyone in the workplace. Because employees of today and tomorrow want value and respect just before the monetary benefits. 

They work more in organisations where their job roles count and are respected and appreciated. For that, HR persons have to be proactive in listening to what their employees have to suggest and say. 

Because the company evolves and becomes a respectful workplace when policymakers start listening and acting on time. If you’re one of those decision-makers, this post is certainly for you. 

 

5 Ways For Promoting A Respectful Workforce for Shaping a Better and Favoured Company Culture:

  1. Choose words to be spoken wisely.

HR persons can bring forward more respect amongst teams and the workforce from different locations with a careful selection of words. They have to master the art of gratitude and appreciation. 

Employees feel better after observing thankful and generous attitudes of HRs and team leaders. The company culture automatically transforms and becomes more respectful that way. 

HR persons and team leaders have to be responsible and more attentive. While they interact with anyone in the organisation, they have to be clear & concise but refrain from being rude or curt. 

Otherwise, it could hurt the sentiments of people working for you (the HR/TL). 

These decision-makers or authoritative persons have to exercise this communication style. It gets work done on time and earns more respect and trust from teammates. 

  1. Give them the right platform to connect.

Respect the freedom of speech and the right to speak or vote. Be humane about it and let your workforce take the culture forward. Give them the right tools like the uKnowva Social Intranet.

They connect with other teams transparently there for purposeful communications. Such tools offer enough opportunities for welcoming diversity at the workplace.

Appreciating and accepting diversity and inclusion is a great part of the modern  organisation culture. 

With a social Intranet, your teammates have the suitability to connect with anyone with a shared purpose. Plus, there will be no delays in important conversations. 

These could bond one-on-one levels or with other teams. These groups can exist in one or multiple organisational units. That depends on the policy of interactions accepted within the culture. 

But the overall employee experience of interacting with their fellow teammates and the workforce must not be prohibited. While using chats, forums, surveys, and space for publishing content, they meet and greet different people from various walks of life.

Such behaviour opens up their perspectives and general take on life. It makes them more respectful and humble in the long term. 

That’s one of the subtle ways to teach your staff how to manage people and build better interpersonal relationships without the involvement of corporate politics.

  1. Help them sharpen their soft skills.

Soft skills: emotional quotient, social quotient, mental well-being, being self-aware, becoming self-reliant, and conversing with people to get work done matter a lot. These skills sharpen a person’s character over time. 

In a company culture, with the emergence of new technologies, it could be difficult at first to focus on these skills. But effective and goal-oriented managers help employees shift focus on these skills regularly. 

With the acceptance and sharpening of these skills, respect eventually develops. People working for or with you in the team (s) become more self-aware and self-reliant. They are more responsible for their job roles. 

Thus, they do not prefer delaying their work schedules or commitments. The uKnowva performance management system lets them know that their work is counted and looked after for on-time appraisals.

They need this feeling to grow more emotionally, mentally, and physically attuned to their job roles. Employees, when focusing on their commitment or regular KPIs, do not indulge in negativity at the workplace. 

Instead, they prefer to respect everyone’s opinions, even when they differ. Such modesty promotes a respectful and open company culture at a faster rate in the firm.

  1. Do not tolerate any discrimination.

Another way to promote respect culture and increase organic employee engagement is never to tolerate any discrimination. You would be working with people from different religious, cultural, and national backgrounds. 

You mustn’t blame them for their beliefs, values, or personal opinions on life, work, etc. At the time of hiring, work-related questions should be clear and transparent.

It should be communicated to the person you interview to be respectful of other teammates at any point. There is no room for tolerating any discrimination from employees with clear-cut company policies. 

It sets a positive example in the firm. 

Employees also grow drawn to this culture where they exercise their political, cultural, personal, religious, or similar views.

But that must also be without hurting the opinion of others. Only then can an encouraging environment develop where respect is the top priority, driving home more employee engagement organically. 

  1. Have zero tolerance for workplace harassment.

This point has a close connection to the previous one but has different parameters as well. Harassment could differ for people within a variety of scenarios. 

It could be an incidence of discrimination and derogatory remark for one. While others might consider that episode as a serious case of harassment and defamation against their culture, political, and neutral voice. 

That is why both discriminating and harassment episodes in a company culture must have zero-tolerance policies. Harassment could be sexual too at the workplace. In the purview of which many Indian laws have already been formed. 

To sustain that, growing organisations must form committees and juries within their culture. At some point, these could be anonymous. But employees approach them using grievance redressal systems like on uKnowva. 

This allows employees to feel safe, respected, heard, and cared for at any given business hour. It must not be limited to a particular nation, region, or religion. Everyone working in the firm must be protected with a strict and disciplined grievance redressal system. 

Only then can you exercise zero-tolerance against harassment and discrimination. But the complainant must also have critical proof against the suspect. This will fasten and strengthen the investigation of such harassment cases. 

Conclusion:

Promoting a respectful company culture isn’t easy in modern workplaces. But it isn’t impossible either. With disciplined yet flexible norms, HR persons and CHROs strategically reform corporate culture. 

In the above copy, you find 5 such ways to investigate the cultural norms that offer respect and gratitude at every touch point.

These promises are easy to deliver to your workforce with the involvement of employee engagement platforms like uKnowva. 

Contact us here for an impact on respectful culture using uKnowva smart tools.

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