From Conflict to Collaboration: Reigniting Respect in the Workplace

Part 2

In Part 1, we explored the hidden costs of disrespect: from turnover and burnout to disengagement and absenteeism. The truth is clear: disrespect isn’t just a “people problem” — it’s a business problem.

The good news? Respect isn’t a fabricated experience. In fact it is one of the most recognizable feelings. We immediately know when we feel disrespected, and we can equally identify the safety and security that comes from a relationship built on mutual respect.

Respect Is Action, Not Words

Many companies display respect as a poster on the wall or a line in the employee handbook. But respect isn’t a slogan. It’s a daily practice, embedded into every decision, interaction, and system in the workplace.

If you want it to stick, respect must be:

• Visible in leadership behavior : your team watches how you treat others, especially under pressure.

• Embedded in policies and processes : from fair performance evaluations to transparent and consistent (early) communication.

• Reinforced consistently: respect is a habit, not a one-off training session.

Reframing Difficult Conversations as Coaching

One of the biggest challenges leaders face is addressing tough issues without creating defensiveness or tension. Instead of thinking about these moments as “confrontations,” they can be reframed as coaching conversations.

By shifting your mindset from confronting to coaching, you:

• Reduce defensiveness and encourage collaboration.

• Focus on long-term growth instead of short-term fixes.

• Build trust while addressing difficult behaviours.

• Turn 'resistors' into partners.

A Client's Story...

When we left off in Part 1, the Director of Land Development was struggling. They worried that confronting a single manager would make things worse or confirm that the manager was disliked. Tension was growing, productivity was dipping, and their top performer was thinking about leaving. (Which as a small team, would be a major hit!)

The Director felt trapped... frustrated, anxious, and unsure how to act without making the situation explode.

That’s when they decided to bring in professional guidance with the help of a coach to help reset the office 'politics' to a healthy office culture.

The goal was clear: reduce the conflict in the office by bringing respect back to the forefront, through the approach of coaching, not confrontation.

The Changes That Took Place

Reframing Conversations as Coaching

The Director was given the first step to set the tone for the whole team. Following the recipe for success their coach had given them, they sent a clear message to everyone — including the manager — explaining how they planned to ignite respect in the workplace. It wasn’t just a memo; it was a signal that the team would be on the same page moving forward.

From there, the Director scheduled one-on-one coaching conversations with the manager, bringing them in as a trusted partner to champion respect. The discussion wasn’t only about improving the experience for staff, it also highlighted how these changes would benefit clients and customers.

Instead of framing it as a confrontation, the one-on-one coaching conversations allowed the manager to join the movement to ignite respect in the office.

During these sessions, they were shown the personal benefits they would experience by getting on board, aligning with Dennis Kinlaw’s principle.

Transforming Learning into Action

Once the Director began to prioritize respect in the workplace, they worked with their coach to create a consistent framework for responding to new issues. When an employee flagged a disrespectful experience, the Director would say:

This approach built trust, reinforced accountability, and empowered employees. Using a simple guide of red flags for disrespect and respect, the Director applied the framework consistently.

Early Results!

Immediately after the first communications, tension in the office dropped.

In just three days, team members reported feeling heard and supported, and collaboration began to improve.

Over the following weeks, office politics faded, and the team began to thrive!

All because respect became intentional, structured, and integrated.

Added Benefits!

Taking action early also brought other issues to light, like role dynamics and workload balance between two team members. With support from their coach, the Director was able to fast-track solutions, smoothing things out before they turned into bigger problems and keeping the team running more effectively.

Final Thoughts: The Power of Respect

Igniting respect in the workplace isn’t just about preventing conflict — it’s about unlocking the full potential of your team by removing the barriers and distraction brought on by disrespectful office politics, boosting engagement, and creating a culture where people thrive. When leaders take intentional action, and provide consistent, clear communication to everyone on the team, respect becomes more than a value on paper; it becomes the foundation for high performance, and sustainable success.

The earlier you act, the sooner your team can move from tension and politics to trust, focus, and real results.

Feeling inspired and ready to get results for your own team?

A Note from the Author

Megan Roy, BA, CQIA, Prosci

President & Founder: Modern Workspace Consulting

I’ve experienced firsthand how a lack of respect in the workplace creates tension, frustration, and burnout. I’m passionate about igniting respect in the workplace to give leaders and teams relief, reduce stress, and create space for productivity and sustainable performance.

I love high-performing teams because I know the joy and professional achievement that comes from being part of one!

Now, I’m on a mission to help companies remember the value and power of respect by bringing it back to the forefront — starting with addressing the early warning signs that can quietly erode morale and performance, just like we explored in this post.

If this hits home, let’s partner to turn tension into high-performing teams!