How Leaders Create Cultures of Dignity
The numbers are sobering. According to recent Gallup research, only 37% of U.S. employees strongly agree that they are treated with respect at work - matching the record low first seen in 2022. Let that sink in. In an era where organizations tout their cultures and values, fewer than 4 in 10 workers feel genuinely respected in their workplace.
But here's what's even more concerning: This isn't just about hurt feelings. When respect is missing, everything breaks down. Gallup's research shows that 90% of employees who don't feel respected report experiencing discrimination or harassment. Teams can't collaborate effectively. Innovation stalls. Talent walks out the door.
The Root of the Problem
Why are so many organizations struggling with this fundamental human need? The answer lies in understanding what drives disrespect in the first place.
In our work with thousands of leaders, we've discovered that disrespect usually stems from fear-based leadership. When leaders operate from their unconscious "default success strategies" - behaviors that worked in the past but may not serve the present - they often create environments where people feel threatened rather than valued.
As we explore in The Great Engagement, fear-based cultures emerge when leaders are:
Focused on controlling rather than empowering
Driven by personal agendas rather than shared purpose
Quick to blame rather than supporting growth
Resistant to change rather than embracing transformation
The Transformational Alternative
The good news? There's a better way. Transformational leadership fundamentally shifts how people show up at work. Instead of operating from fear, leaders learn to operate from what the ancient Greeks called "agape" - a willful commitment to others' growth and development.
This shift creates what we call "psychological safety through purpose." When people are united by a compelling shared mission and empowered to contribute meaningfully to it, respect becomes the natural outcome rather than a forced initiative.
Three Practical Steps for Creating a Culture of Respect
1. Start with Self-Awareness
The first step is helping leaders recognize their own default success strategies and how these might undermine respect. Are you:
Controlling conversations rather than inviting input?
Rushing to solutions rather than listening deeply?
Avoiding difficult conversations rather than addressing issues directly?
Simply becoming aware of these patterns creates the opportunity for change.
2. Build Systems of Supportive Accountability
Gallup's research highlights that employees who have weekly meaningful coaching conversations with their managers are four times more likely to be engaged. This aligns perfectly with what we call "supportive accountability" - holding people accountable while simultaneously supporting their growth.
Create regular rhythms for:
One-on-one conversations focused on development
Team discussions about what's working/not working
Clear agreements about how people will work together
Recognition of progress and learning from setbacks
3. Make Purpose the North Star
Rather than focusing directly on "respect initiatives," unite people around shared purpose. When teams are clear about:
Why their work matters
How they contribute to something meaningful
What success looks like for all stakeholders They naturally treat each other with greater dignity and care.
The Courage to Transform
Creating a culture of respect isn't about posting values on walls or mandating sensitivity training. It requires leaders willing to transform themselves first - to move beyond their comfort zones and default strategies to create environments where everyone can thrive.
A conscious choice to help others grow will transform cultures far more effectively than any policy or program.
The numbers may be discouraging, but the path forward is clear. When leaders commit to transformation - to leading from purpose rather than fear - respect becomes not just a metric to track but the natural expression of how people work together.
Are you ready to create that kind of culture? The journey starts with you.
The journey to creating a culture of dignity starts with one leader's commitment to transformation - but its impact ripples throughout the entire organization, elevating everyone it touches.