Other Services

Have you heard the phrase ”People don’t leave organizations, they leave people they don’t want to work for”? Employee surveys reveal that the vast majority of workers do not feel they are led by competent and fair leaders. Entrusting a group of employees and organizational aspirations to a particular leader is one of the most significant actions top leadership can take, and it is imperative that all leaders be properly developed if organizational objectives are to be achieved. We specialize in group and individual programs and sessions that enhance each leader’s effectiveness and each leader’s ability to self-evaluate over time.

Our principals and advisors are not limited by what they have read; they are also enhanced by what they have learned as leaders of small teams and large organizational units. Today’s leadership environment is more complex than ever — multiple generations, a resistance to long stints with one employer, societal polarization, influence of social media on workplace thoughts, decreasing tolerance of authority structures, are but a few examples. As a result, our leadership development content is very “real world”, based upon what truly tends to derail even the best of potential leaders. One premise that guides our approach is that nearly every leader possesses blind spots and tendencies which could pose a threat to continued success. We actively work with our clients to help leaders identify their unique vulnerabilities. We also tailor our development content based upon each organization’s structure, culture, priorities, and strategic needs. Finally, we take a life cycle approach to our development content, as what a first-level leader of a team of six needs to know is very different than one leading 600 or more.

Our goal when working with an organization is that survey metrics and retention results demonstrate that leadership quality has moved to the next level and beyond. Hopefully, the organization’s leadership culture becomes a recruiting asset as young and mid-career professionals know that their leadership capability will be enhanced by joining your organization. Our goal is that our clients’ leadership culture not only be among the best, but over time, be known as one of the best.

In today’s competitive business environment, understanding and enhancing employee morale, culture sentiment, well-being, and engagement are crucial for organizational success. At The Respectful Employer, we offer comprehensive surveys that delve into these critical areas, providing HR professionals with actionable insights to foster a thriving workplace environment. Our data analytics and expert analysis transform raw feedback into strategic recommendations, empowering your organization to implement meaningful changes that resonate with your workforce.

Recent research underscores the urgency of addressing employee engagement and retention. Gallup’s 2024 study reveals that only 31% of U.S. employees are engaged at work, marking a decade low in engagement levels. This disengagement is costly, with Gallup estimating that low engagement results in $8.8 trillion in lost productivity globally, equivalent to 9% of global GDP. gallup.comgallup.com

The implications of these findings are profound. Engaged employees — those who feel valued and connected to their work — exhibit increased productivity, innovation, and commitment to organizational goals. Conversely, disengaged employees can lead to significant losses in productivity and higher turnover rates. By partnering with The Respectful Employer, organizations can proactively address these challenges, leveraging our expertise to cultivate an engaged and high-performing workforce.

No organization aspires to be good, as captured by the Jim Collins best-seller; everyone wants to go from “Good” to “Great”. At The Respectful Employer, we believe that creating a culture of “exceptionalism” is key to innovation, enhanced collaboration, teamwork, and individual motivation. No degree of supervisory attention can fully make up for a deficit in “collective culture pride” — a shared set of values that tie all employees together. We offer training sessions and inspirational presentations in a variety of formats — small team vs. large townhall setting, junior staff vs. senior staff, virtual vs. in-person. The goals of these sessions are to motivate both individual and team-oriented exceptional performance. Our principals and advisors have extensive leadership experience as part of well-regarded employee cultures.

In many instances, more junior staff, staff in certain roles, and staff from non-standard backgrounds fail to feel relevant to the organization’s success. Our training is aimed at increasing every employee’s understanding of their relevance and also ensuring that other leaders and colleagues reinforce this attitude via their daily actions. We know of situations, for example, where an Executive Assistant or front-office receptionist was the difference in securing a client contract. The key is equipping every employee with the belief and the motivation to have such impacts. We also aim to increase every employee’s standard of excellence for themselves by giving them the tools to set and evaluate higher personal impact standards. Too often individuals feel they have earned the right to move to higher organizational levels because their view of a superior performance is not shared by the higher-ranking members of the organization. Reducing this gap in perspectives enhances retention and reduces workplace conflict, disillusionment, and legal actions. We also focus our content on helping each individual understand what it means to be a part of a winning team, and not just a great individual performer.  

At The Respectful Employer, we believe that our exceptionalism training helps organizations create more talent from the talent they already have, in addition to developing a recruiting advantage as the reputation for an exceptional culture becomes widespread. When employees come to believe that they are a part of something unique and they are also viewed as being exceptional, their commitment to the small tasks increases. Going to “work” becomes a misnomer; they are going to do something far more important to their personal esteem.

A sampling of our training offerings:

Cross Unit Collaboration: in many organizations, the employees of different departments or regions view one another as rivals or combatants when they should be working in harmony. Utilizing case studies and interactive discussions, members of different groups enhance their collaborative and respectful tendencies.

After the Merger: combining cultures after two small units or entire organizations are merged together is a challenging task. Through research, and a series of confidential and group interview sessions, our experts help identify the potential mindsets and policies that could hinder optimal teamwork within the merged entity.

The Respectful Hierarchy: many organizations treat “support staff” in ways that reduce staff engagement and productivity. This training module coaches employees in the more favored skill groups on being more inclusive and respectful while maintaining the clear lines of authority that mission success requires.

Bystander Intervention Training: through interactive scenarios and expert guidance, participants gain the tools, and the motivation, to intervene when they see misconduct, creating a culture of accountability, trust, and collective responsibility. 

Organizational Resilience: individual and team burnout can result in a toxic environment and elevated turnover rates. This training session teaches teams and leaders how to cultivate a purpose-driven organizational culture that boosts well-being, optimizes performance, and strengthens resilience. This workshop includes interactive team exercises and individual self-reflection. 

At The Respectful Employer, we understand that when a company’s core values come under attack, the internal response is just as critical as the external brand management strategy. The trust employees place in leadership is fragile, and missteps in communication or action can rapidly erode hard-earned credibility. Our team of seasoned professionals, including experienced lawyers, specializes in guiding organizations through these turbulent times, ensuring that internal communications are clear, consistent, and aligned with the company’s values.

We have helped companies navigate a wide range of crises, from threatened boycotts and executive communication blunders to employee class actions and sudden leadership changes. While external PR groups manage the public narrative, The Respectful Employer’s team of experts partners with our clients’ internal stakeholders to focus holistically on maintaining stability and morale within the organization. We create tailored strategies that not only address immediate challenges but also reinforce a culture of transparency and trust, preventing long-term damage to employee engagement and retention.

As lawyers and business leaders, we bring a unique perspective to crisis management, recognizing the legal risks of miscommunication and the potential impact on company culture and liability. Our expertise allows us to advise on messaging and actions that mitigate risk while fostering an environment where employees feel heard and valued. By partnering with The Respectful Employer, HR professionals gain a strategic ally who understands both the human and legal complexities of crisis management — keeping your organization resilient, compliant, and prepared for whatever comes next.