Only 37% strongly agree that they are treated with dignity and respect at work. Gallup research states that this is the lowest level of respect since Gallup began measuring it in 2018.
This is in line with the State of the Heart survey that showed a decline in emotional intelligence for the fourth year running, as well as the Edelman Trust Barometer that shows a rise in the fear of discrimination, irrespective of race, class or age. This suggests that there is a growing tension between the way employees perceive they are treated, and how managers deal with employees.
The key takeaway from Gallup research on respect
Gallup research shows that employees are not satisfied at work because they do not know what they’re expected to do, and feel disconnected from their organisation’s mission.
Their ‘life assessments’ are now at an all-time low, and their negative emotions have increased.
Respect is important for better results. The way people are treated has a greater impact on performance and results than the workplace itself.
The Engagement G Spot
In my 2025 HRZone and Work Trends article I predicted that tensions between employers and employees would increase in the coming year. It is not easy to maintain growth while reducing resources and investing less. This cost is the employee’s wellbeing.
No matter how many workshops on resilience you hold, people will eventually stop believing in you. You will lose credibility if you continue to treat your employees like machines, with the most vague attempts at ‘tuning the engine’.
In my “Punks in Suits: How to Lead Workplace Reformation”, I refer to this as the Engagement G-Spot. This is the belief that it’s possible to accelerate employee engagement without actually engaging with employees. You play a trick on your employees to make them think you care, but it’s only to get them to follow orders. Then they tell you that they love the challenge.
Employees are tired. They are also tired of the constant work. The half-hearted attempts at engaging them and the empty talks of organisational value are also tiring. They also get tired of the random “three-days at the office” mandates, accompanied by assurances about empowerment, and encouragements to share radical ideas and risky ones (but only when they are guaranteed to succeed).
Why should you be concerned about respect?
Low respect can be a sign that you are acting unethically
A low level of “respect” in your organization could be a sign that you’re doing something wrong. It is worth looking into. Is discrimination present? Is it expected that people behave unethically, with the “ends” expected to justify the “means”? HR is responsible for this.
HR is responsible for upholding the values of the organization. This should concern everyone, but it’s not written in the job description as it is for HR. It’s your job to make sure that the culture of your company is not harmful to your human resources and is, in fact, a place where they can contribute.
In your organization, a lack of respect can be a sign of harassment or discrimination. It is not something you can ignore.
Respect levels could be affected by obsession with the location of work
Respect is important for better results. The way people are treated has a greater impact on performance and results than the workplace itself.
While companies obsess over their hybrid policies, they can gain more by focusing on how employees are treated. It’s easier to blame the location, bring everyone in the office, and monitor presenteeism, than to take a look at the managers.
HR can’t be fooled into thinking that bad management skills are just a part of everyday life. If your organisation is obsessed with the location of its offices, this is a sign that there are management skills lacking in your organization. Instead of blaming the junior staff, address the root cause.
Gallup’s study on respect will make you rethink your approach.
Respect is a personal thing
Gallup categorizes people in two broad categories.
Blenders who don’t mind if work and home life overlap. They are willing to perform ‘work administration’ outside official working hours, and will also do ‘life administrative’ work during working hours.
Splitters Those who prefer to make a clear separation between their professional life and their personal lives.
Although the reality is complex, the message remains clear: you cannot treat everyone equally. Leadership that is enlightened embraces diversity and differences. It’s about adapting your leadership to the needs of people. They are not machines. They are not predictable or ‘programmable.’
Respect comes from accepting and embracing their humanity, rather than tolerating or even minimising it. Keep in mind that the word “Human” is half of your title. What are you doing at work if the environment does not allow for a ‘Humane’ approach?
Respect cannot be gained by repeating last year’s strategy.
Gallup’s respect research should prompt you to rethink your approach. You need to make changes if your leadership programme, your organisational culture initiatives, and your contributions to SLT meetings are the same as they were last year, the year before, or the year prior.
It’s pointless to keep trying the same solutions if levels of trust and respect, engagement, and emotional health continue to decline.
