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  • Hey Ambitious Professionals! It's Linda Raynier of lindaraynier.com guiding you

  • to a career and life you'll truly enjoy. And today is another Corner Office

  • Insights video where I'm going to share with you

  • leadership advice if you happen to be a professional who manages a team at work

  • whether you're at the Manager, Senior Manager, Director or C-Suite level

  • position

  • and today I'm gonna share with you five very raw and honest reasons why it is

  • that your employees may not be respecting you at work and what you can

  • do to turn that around reason number one you've set unrealistic expectations for

  • yourself when you have high expectations you feel as though you need to be

  • perfect that you need to know everything and be able to do everything you feel

  • that as the boss you should have all the answers in reality you know that you're

  • not going to have all the answers but thinking that you need to creates

  • insecurities within you and this will lead to anxiety and this anxious energy

  • that you carry isn't only hurting you but it's hurting your employees because

  • this is actually what happens when you have high expectations on yourself

  • this can create direct conflicts with your own employees for example during

  • the times that an employee may come to you and ask you a question it may lead

  • you down one of two paths one could be that you give them incorrect advice

  • because you don't necessarily have the answer but you want to meet your own

  • expectation of always having some sort of answer or you'll just get annoyed and

  • frustrated and angry at your employee for asking you a question that you don't

  • have an answer to and that in itself will also create conflicts with your

  • employees in either one of these scenarios it will lead you down the path

  • of having an employee who disrespects you because a you either don't have the

  • right information or be you can't answer their questions because you're angry or

  • frustrated at the fact that they're asking you questions so what's the

  • solution be transparent with your employees on what you do and don't know

  • if you aren't sure of something you can always say let me look into it and I'll

  • get back to you or get your employee to look into it themselves so that they can

  • feel empowered by the fact that they're doing their own research and then making

  • a recommendation to you being transparent will always allow for flow

  • of communication between you and your employees on to reason number two while

  • your employees don't respect you you feel that power and authority comes

  • mainly from your title verse is anything else what I'm saying here is

  • that because you hold the title of manager or director or VP that you feel

  • that inside that should automatically grant you power authority and respect

  • from your employees well here's a deep truth that I really want you to know and

  • that is that humans will really only listen and trust those individuals who

  • they have a strong connection to they respect those individuals not because of

  • the titles that they hold but more so because of the beliefs and values that

  • that person possesses so what you need to start doing is to start to pay

  • attention to what values and beliefs that you are embodying as their manager

  • if you believe that you and your staff are all in it together and you're all

  • moving towards a single purpose and you can understand your people in a genuine

  • and connected way your employees are going to be far more likely to respect

  • you and to follow your lead reason number three why your employees don't

  • respect you your employees don't feel empowered because you've relied on fear

  • tactics to motivate them not everyone does it I must say and you may not have

  • done this but I have seen it before where fear has been used as a way to

  • manage and encourage people rather than through positive encouragement and

  • empowerment and if this is you I'm not here to judge you but I can tell you

  • that if you're a fear driven manager it's likely because you're afraid that

  • if you empower your employees too much that either they'll outshine you or

  • you'll just lose them altogether but if anything the complete opposite actually

  • happens if you were truly empowering and inspiring to your employees they would

  • be far less likely to leave you for another company or another manager

  • rather than if you used fear tactics to threaten them with the idea that they

  • might lose their job or they might not get a bonus and such and such so instead

  • of using fear how do you inspire and empower other people simple one way is

  • to fight what your employees strengths are and to

  • praise them for that so essentially what you're doing is you're patting your

  • employees on the back but you're also giving them a bit of a personal and

  • professional challenge that you want them to meet as well it's kind of like

  • you're one of those wise Sifu masters in those kung fu movies where you tell your

  • disciple what they're good at and you acknowledge them for that but then you

  • actually tell them that if they were to be able to master this other thing that

  • that would be the real exciting thing to see reason number four why your

  • employees don't respect you you don't follow up or follow through on your

  • promises has it happened to you where in a one-on-one meeting with your employee

  • they make a certain request and on the spot you say yes absolutely that sounds

  • like a good idea and only to take that back a few days later and to say

  • actually I changed my mind nothing causes you to lose the trust of your

  • employees faster than not following through on your word if this is

  • something that you've done multiple times to the same employees they will

  • find it hard to believe in the words that you say and to believe in the

  • promises that you make moving forward so what's the solution well moving forward

  • if you're ever in a situation where you are in a meeting with your employee and

  • they are proposing asking or requesting some sort of idea from you then instead

  • of saying yes on the spot without having thought it through and then having to

  • take it back later you should just say that you'll think about it and then from

  • there you'll give them a clear and honest answer that you will actually

  • follow through on and when you say that you're gonna give them an answer

  • actually give them an answer don't stay quiet hoping that they forgot about it

  • that is the worst not following through not giving an answer is worse than just

  • saying no so remember to always follow through with your answers and to remind

  • yourself so you don't forget and finally reason number five why your employees

  • don't respect you you worry a lot that your employees are making or will make

  • mistakes are you worried that your employees just simply don't know how to

  • do their jobs this worry

  • likely playing into your actions and management style it can lead to

  • something deadly called micromanaging has anyone ever mentioned that you've

  • been called a micromanager before now I get it I completely understand that when

  • you feel that you don't have control over something or someone but your

  • natural reaction is to try to gain control over it but that need of yours

  • to have to control every aspect is likely to deflate your employees

  • motivation levels and is going to overwhelm them rather than motivate and

  • support them so what's the answer the biggest thing here in order to solve

  • this issue is something called trust now I'm not saying to blindly trust your

  • employees what I am saying is that after you put in the time and effort to train

  • your employees to give them short assignments to check on their work and

  • make sure that they're on the right track you've answered their questions

  • and you feel good that they are able to do the work that you've assigned them

  • then you can trust them to do the work that you're now assigning them as well

  • as opposed to constantly checking up on them and asking them little things that

  • is likely to overwhelm them but you trusting them means that they

  • also need to trust you in that you'll be available for them when they do have

  • questions when they are uncertain about certain things you need to tell them and

  • let them know that you're there to guide and support them so that they need to

  • know that you're available I've seen it happen a lot where employees are

  • actually afraid to ask their managers questions because their managers

  • reactions tend to be ones of frustration and annoyance because they assume that

  • their employees should know the answers for everything as well and that can

  • create mistakes and errors done by the employees because they didn't ask the

  • questions to their managers and that's that just creates a vicious cycle of the

  • employees creating mistakes and errors and the manager getting upset with the

  • employee and not trusting that employee and therefore micromanaging that

  • employee so you need to be the one to be able to say that you are available for

  • any questions any guidance any strategies that they need help with and

  • here is a quote that I think is extremely fitting for this topic leaders

  • become great not because of their power but because of their ability to empower

  • others by John Maxwell so there you have it my ambitious leaders five real and

  • raw honest reasons why your employees aren't respecting you and what you can

  • do about it now if you're someone who's been searching for a new position you

  • want to make a career change and you've been looking for a while but it hasn't

  • been working you haven't been successful in

  • interviews or even in your job applications and you realize that you

  • need one-on-one help then feel free to reach out to me head on over to my

  • website lindaraynier.com/standoutgethired read through the page fill out

  • the application form and if this feels like this is a potential match between

  • me and you one of my team members will reach out to you directly and we will

  • take it from there if you like this video then please give it a thumbs up

  • subscribe share it with your friends thank you so much for watching and I

  • will see you in the next video.

Hey Ambitious Professionals! It's Linda Raynier of lindaraynier.com guiding you

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A2 employee reason number respect manager answer trust

Respect in the Workplace (How to Deal with Disrespectful Employees)

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    Summer posted on 2020/07/30
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