Respect as a Key: How a New Togetherness Can Stop the Downward Spiral in Companies

We must respond to the downward spiral with more respect! It is time to make a change! Because two-thirds of employees work in an unhealthy and unproductive manner. It is a challenge for all companies to recruit and retain the right employees. More than half of the companies cannot fill open positions. The core staff rightly fears that the gaps will be filled with overtime. This development is extremely dangerous for companies because it threatens to end in a downward spiral: a permanently higher workload inevitably leads to more stress and pressure. This in turn leads to more dissatisfaction and frustration among employees, and thus to an increased willingness to switch jobs. Retention becomes difficult and turnover increases. TIME FOR A BETTER TOGETHER "Commitment, engagement, identification, record sick leave, decline in productivity, turnover, dissatisfaction - in surveys, all these values show a worrying trend," Henrik Lehnhardt states. He helps companies to get communication and collaboration back on track. One key is clear: More respect for everyone! I bet almost every company includes the value of respect in its mission statement or claims it for itself. I am convinced that everyone appreciates a respectful interaction. So, Lehnhardt. However, in his keynote speeches, discussions, and trainings where he goes into companies, it often becomes apparent that there is a gap between aspiration and reality. "When the members of the leadership teams consider themselves good leaders and listeners for everyone, but the employees perceive it differently, that is a reason for immediate action," Henrik Lehnhardt knows. Discrepancies in the self-perception and external perception of leaders are regularly confirmed by 360-degree feedback, employee surveys, and studies. Correct listening is one of the most important skills for a more respectful interaction. DIVERSE DEVELOPMENTS, DEMANDS, AND MISCONCEPTIONS In leadership development and employee training, it must be clearly defined which (future) requirements exist and therefore which competencies should be developed. Most of Henrik Lehnhardt's clients come proactively, while others only come when conflicts in the company boil over. The specific concerns are quite different, as he knows. "Employees are too fearful and cautious with each other. Out of misinterpreted respect, they do not dare to address issues," the expert reports. A common misunderstanding needs to be corrected: Respect does not mean that everyone should always harmonize, be nice, and friendly to each other. "We need to argue and have debates more, but in a respectful manner, in order for the company to develop further. Niceness, the need for harmony, recognition, appreciation, friendliness - these are often lumped together, but mean different things. As an HR expert, speaker, coach, and consultant, Henrik Lehnhardt encourages people to communicate with each other. His goal is clearly defined: he wants to provide a new perspective and optimize one's own thinking and actions. Lehnhardt emphasizes that respect comes from the Latin word "respectus," which means "looking back" and essentially means looking around and looking again. In short: one must see the other person. But what exactly does that mean? It is not about measuring someone against certain norms or one's own expectations and treating them as one would like to be treated. Rather, it is about perceiving one's counterpart with their needs. SHARPENING SELF-PERCEPTION In respect training, it is not about quickly learning tools and methods. Rather, self-perception is the focus because only those who know themselves can understand others. Only after reflecting on oneself can one empathize with others. The inner attitude and thus the aura play a crucial role here. Employees can tell very clearly whether the supervisor is authentic when giving feedback or asking about well-being. Nevertheless, Lehnhardt provides hints for good conversations. Skepticism and questioning are key. First, weigh and evaluate, reflect, then make a rash judgment. By introducing this advice, the employees and leaders in the companies will quickly refocus on their actual work and thus move the company forward. This will result in them spending less time with themselves. Best regards, Henrik