Page 109 - Build a Culture of Employee Engagement with the Principles

80 Carrots and Sticks Don’t Work

cause employees to feel respected. Using the word respect as an
acronym, the RESPECT Model is defined by seven critical driv-
ers that influence an employee’s internal assessment of respect
and subsequent level of engagement:

Recognition: Employees feel acknowledged and
appreciated for their contributions. Supervisors regularly
recognize deserving team members, and people are
rewarded based on their work performance.
Empowerment: Supervisors provide employees with
the tools, resources, and training to succeed. Employees
experience high levels of autonomy and are encouraged to
take risks. Supervisors take the initiative to communicate
with employees and ensure that they are equipped to
succeed, not fail.

Supportive feedback: Supervisors provide employees
with timely, specific feedback in a supportive, sincere, and
constructive manner. Feedback is delivered for the purpose
of reinforcement and improvement—never to embarrass or
punish.

Partnering: Employees are treated as business partners
and actively collaborate in business-making decisions. They
receive financial information, understand the big picture,
and are given wide latitude in decision making. Supervisors
serve as advocates for their employees’ development
and growth. Team members and departments actively
communicate and share information with one another.

Expectations: Supervisors ensure that goals, objectives,
and business priorities are clearly established and
communicated. Employees know precisely the standards