TRACY MILESRESPECT, CONSIDERATION,

& STEREOTYPES

– Jeanne C. Meister, a founding partner of Future Workplace

“It’s important to be aware of generational tension — loosely defined as a lack of respect for someone who’s of a different generation from you

— among colleagues.”

Respect

Value

Consideration

Intention

Stereotypes

Bias

WHAT WE WILL TALK ABOUT

Unsafe Motivation Managing

WHAT WE ARE NOT TALKING ABOUT

WHY FOCUS ON RELATIONSHIPS?

Positive working relationship effect:• Effective Communication• Trust of coworkers• Willingness to participate in teams

= Organizational Productivity

“DIVERSITY IS BIG HERE, WE EVEN HAVE ONE GUY WHO LIKES HIS JOB!”

Photo credit: Entefy

Photo credit: Entefy

Value and Meaning

Traditionalist

Baby Boomer

Gen XMillennial

Gen Z

“I can’t even imagine going to a job that…I didn’t think had value.”

“If I didn’t get personal fulfillment and feel like I was doing something good, it would be miserable to put

that much time and effort into

something.”

“If your job is without meaning, what would get you out of bed?”

“I would rather make nothing and love going to work every day than make a ton of money

and hate going to work every day.”

"It is exciting to know that what you do means something."

18 – 29: 88%30 – 49: 78% 11% difference50 – 64: 64% 27% difference65+: 37% (and quickly growing)

Owed respect is accorded equally to all members of a work group or an organization; it meets the universal need to feel included.

It’s signaled by civility and an atmosphere suggesting that every member of the group is inherently valuable.

TYPES OF RESPECT

– Apple Sales Associate

““For Tim Cook there are no dumb questions. When he answered me he spoke to me as if I were the most important

person at Apple. Indeed, he addressed me as if I were Steve Jobs himself. His look, his tone, the long pause…that’s the day I

began to feel like more than just a replaceable part. I was one of the tens of thousands of integral parts of Apple.”

Earned respect recognizes individual employees who display valued qualities or behaviors. It distinguishes employees who have exceeded expectations and affirms that each employee has unique strengths and talents; it meets the need to be valued for doing good work.

Stealing credit for others’ success and failing to recognize employees’ achievements are signs that it is lacking.

TYPES OF RESPECT

“I’VE SEEN THE ERROR OF MY WAYS AND I’VE DECIDED TO START BEING MORE RESPECTFUL TO MY COWORKERS. HEY BOZO, I’M TALKING TO YOU!”

WHAT CAN YOU DO?

Seek first to understand

Then to be understood

“you feel …….”

WHAT CAN YOU DO?

Give as much as you expect to get

WHAT CAN YOU DO?

Keep lines of communication open

What does that mean?????

WHAT CAN YOU DO?

Find a mentor, be a mentor, mentor, mentor, mentor, MENTOR

WHAT CAN YOU DO?

Find and focus on shared goals and what is in common

Move beyond labels and don’t dwell on differences

WHAT CAN YOU DO?

Speak in truths

Do not editorialize“I feel ……

When you ……

I would like you to ……..”

WHAT CAN YOU DO?

Become a researcher

Observe to learn

WHAT CAN YOU DO?

Take accountability to clarify mutual expectations

Ask, don’t assume

WHAT CAN YOU DO?

Make communication personal if possible

Use multiple modes of delivery

WHAT CAN YOU DO?

Understand the limits to your empathy

WHAT CAN YOU DO?

Think about your style of giving feedback

WHAT CAN YOU DO?

FEEDBACK

• Generate opportunities to share information

• Beware the speed of the rumor mill

• Don’t underestimate communicating subtle or small changes or updates

WHAT IF IN A NEGATIVE COMMUNICATION LOOP?

“It’s not where you begin. It’s where you end that matters.”

Tracy Milestsmiles@sog.unc.edu

336.708.4953

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