After reading workplace solutions expert and regular contributor, Erica Pinsky’s book, Road to Respect: Path to Profit, I wanted to know more.

In her book, Erica provides a wake-up call for employers by detailing why respect, as a core value, is so imperative. She then provides a persuasive argument why organizations should embark on the road map to respect. Particularly compelling are her personal workplace anecdotes as well as the case studies featuring some of the largest companies in Canada, who are getting respect right.

Below Erica discusses Road to Respect: Path to Profit, why creating a respectful workplace is so important and what organizations can do to become an Employer of Choice.

RW: Your book is about creating a respectful workplace culture? Why is that so important for employers?

EP: Human relationships are key to any business. The quality of those relationships is a critical determinant of bottom line success.  Ideally, employees should to be able to work together and communicate with each other to produce the best product or provide the best service for their customers and/or clients. This is particularly important in the reality of today’s recessionary economy. Companies that want to survive and thrive in these times must be resilient, creative and adaptive and that won’t happen without healthy workplace relationships, characterized by open and honest communication.  Disrespectful behaviors like harassment and bullying produce fear based cultures which diminish trust, resulting in damaged and destroyed relationships. This impacts directly on the bottom line. 

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Nancy confided to me of a difficult relationship at work. She said she had been friendly to “Bill” when he first arrived, but his sour expressions angered her. He never acknowledged her presence and Nancy had had enough. She was now offering Bill an angry expression in return. She would show him.

“I’m not willing to be nice to him anymore,” she said. “He’ll just be a jerk and I don’t want to put myself out for that.”

Yet, at the same time, Nancy hated carrying a grudge and a severe look. She was usually a very happy person.

Emotional Intelligence doesn’t expect us to be saintly and there are probably times when we need to protect ourselves from another’s aggression or moods. But Nancy felt stuck in a distressing pattern. We gently began to examine her thoughts about Bill.

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We are pleased to welcome guest blogger Lynn Taylor. She is a nationally recognized workplace expert and author with 20 years of expertise. She shares with us her vision for achieving a humanized workplace.

The Humanized Workplace: A Goal Worth Achieving

These days, it seems that when you hear the word “boss” in the media, it’s all too often preceded by the word “bad”. That may be understandable, what with layoffs, stress in the workplace, CEOs under scrutiny for misdeeds, and other fallout of the recession. Perhaps it’s partly a case of “those who fire, take the blame”. Or, maybe it’s just easy to demonize the people at the top.

Whatever the case, either the ratio of bad bosses to good has increased exponentially over the past year or so, or we’re all becoming more aware of the importance of the “respectful workplace.” I tend to think that it’s the latter and that (thankfully!) this makes truly bad managers more visible today.

Since the launch of my book several weeks ago, Tame Your Terrible Office Tyrant™(TOT): How to Manage Childish Boss Behavior and Thrive in Your Job, I’ve been often asked if I believe all bosses are “bad.” My passion and goal is really to encourage the workforce to see the human side of office dynamics…to create a more humanized, productive and yes, respectful workplace. One that is safe for success… safe for employees to make mistakes, innovate and take risks. It should certainly be role modeled from the most senior levels in an organization. But everyone can help engender a supportive and emotionally healthy work environment.

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Did you know the rate of suicides in the military is rising significantly? According to a recent article on the subject:

“The Army, with 128 suicides last year, already has 79 so far this year. The Navy had 41 last year and 28 this year. The Marines have 34, seven shy of last year, and the Air Force has recorded half its 40 suicides of 2008.”

So what can be attributed to the increase in suicides in all branches of the military? Various causes of course, but recently Private Keiffer Wilhelm, an Ohio soldier, took his own life after allegedly being bullied by his superiors.

In a workplace culture built on discipline and strict obedience to train new recruits, the military is a unique institution. But what happens when “discipline” goes too far or becomes bullying and harassment? When does troop control turn into abuse?

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