Respect isn’t just a cultural buzzword, it’s a leadership imperative. In my years as a CEO, board chair, and advisor across public, private, and nonprofit sectors, I’ve seen firsthand that the presence or absence of respect sets the tone for everything else: retention, innovation, accountability, and long-term success.
Respect isn’t about upholding a formality or blind agreement when something compromises your values. It’s about recognizing the value and humanity of each person in the organization, whether that’s a coworker, a supervisor, the CEO, a partner, or a customer. Especially in a time when workforce dynamics are shifting, with generational diversity, remote teams, and rising employee expectations, it’s more important than ever to embed respect into the operating culture of our companies.
Here are five actionable strategies leaders can use to build cultures rooted in genuine respect.
1. Model Transparent and Inclusive Communication
Leadership casts a long shadow. If we want respectful dialogue to be the norm, we need to model it in every interaction. That means more than open-door policies or encouraging feedback. It means creating safety and structure for voices to be heard, especially dissenting ones.
Too many leaders mistake silence for alignment. But often, silence means employees don’t feel safe or valued enough to speak up. I’ve found it powerful to proactively invite different perspectives in meetings and to recognize those who challenge the status quo thoughtfully. Respect doesn’t mean avoiding hard conversations; it means handling them with integrity.
Leaders should also examine whether their communication channels truly serve all employees. Are we providing translation or transcription support for global teams? Are we ensuring remote workers feel as looped in as those at headquarters in person? These details speak volumes about who we consider worthy of inclusion.
2. Honor People’s Time and Contributions
Respect shows up in how we treat each other’s time. CEOs often talk about being “busy,” but employees are managing their own workloads, families, and pressures too. Being late to meetings, canceling one-on-ones, or asking for “quick favors” that require after-hours labor sends a clear signal: “My time matters more than yours.”
This doesn’t mean we can never shift a schedule – emergencies happen. But we should treat people’s time like the scarce and valuable resource it is. That includes ensuring meetings have a purpose, are well-facilitated, and end on time. It also means publicly acknowledging contributions, especially invisible labor like mentoring, emotional support, or DEI work, which often falls on underrepresented employees.
When people feel their effort is seen and respected, they’re far more likely to stay engaged and go the extra mile.
3. Make Accountability Mutual, Not Hierarchical
Too often, respect in the workplace is structured vertically – upward toward the boss. But true respect is mutual. Employees want to feel that leaders are not just holding them accountable, but also holding themselves accountable when they make mistakes or fall short.
One of the most effective practices I’ve seen is inviting regular 360-degree feedback – not just performance reviews for employees, but mechanisms for evaluating leadership behavior and decisions. And not in a performative way, but with the genuine intention to improve.
Admitting when we’ve misread a situation, overstepped, or failed to follow through is not a weakness. It’s an act of courage and respect. It tells people: I don’t just expect accountability from you. I hold myself to the same standard.
4. Address Disrespect Swiftly and Systemically
Tolerating disrespect undermines everything else. A single unchecked toxic manager can undo years of culture-building work. That’s why it’s critical to have clear behavioral standards – not just for legal compliance, but for the social norms we want to uphold.
But it’s not enough to have a values statement on the website. Leaders must operationalize respect. That means training managers to recognize microaggressions, gaslighting, exclusionary practices, and abuse of power. It means making sure complaint channels are safe, trusted, and taken seriously.
And it means taking action. If we turn a blind eye to disrespect because someone is a “top performer,” we’re telling the rest of the team that results matter more than people. In the long term, that’s always a losing strategy. Culture isn’t what we say – it’s what we tolerate.
5. Recognize the Whole Person, Not Just the Role
People don’t leave their humanity at the door when they log into a work call or step into the office. Respect means honoring the full scope of someone’s identity and life circumstances – not just their job title.
That includes understanding the different needs of working parents, caregivers, veterans, disabled employees, or those facing mental health challenges. Flexibility, empathy, and personalization are not perks. They’re foundational to respectful leadership.
Small gestures go a long way: checking in during a personal crisis, celebrating milestones beyond promotions, or simply asking someone how they’re really doing. When employees feel seen as whole people, not just productivity engines, their sense of loyalty, safety, and dignity deepens.
Respect isn’t a one-time training or a line in the handbook. It’s a daily practice. It’s in how we listen, how we lead, and how we treat the people who have the least power in the room. It’s a decision we make at every level of the organization: from boardroom to breakroom.
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Written by Marcy Syms.
Original Article: https://ceoworld.biz/2025/07/27/5-ways-to-cultivate-respect-in-the-workplace/
