The RESPECT Model

created by Paul L. Marciano, PH.D.

Coach Delisa teaches and coaches with The RESPECT Model, created by Dr. Paul L. Marciano. This model gives you specific, low-cost, turnkey solutions and action plans, based on seven key drivers of employee engagement that are proven and supported by decades of research and practice.

RESPECT

Recognizing an employee’s contributions gives them a sense of pride and respect, which in turn increases their engagement and your company’s customer service, and productivity.

Recognition

Empower your employees by providing them with effective training and critical resources while giving them the freedom to be creative in an environment of autonomy. Empowering employees also means eliminating unnecessary processes that waste employee’s time, create roadblocks and cause frustration.

Empowerment

Providing supportive, positive, and corrective feedback in a nurturing manner, is the single greatest management tool that employers have. Supportive feedback, used correctly, increases your human capital, your most powerful asset.

Supportive feedback

Creating a partnership with your employees implies equality, openness, power, ownership, autonomy and discretion. Building collaborative working relationships creates engagement which means your employees view their work as directly affecting the success of the company. Partnering employees want your company to thrive.

Partnering

Most employees fail to meet production goals because the expectations were never made clear to them. It should also be a priority to ensure that employees have sufficient tools, training, time and information to successfully meet expectations.

Expectations

Employers who lack empathy and find it hard to show personal consideration to their employees often feel it is not an important leadership tool. Yet, showing sincere consideration to your employees has proven to be the quickest way to increase employee engagement.

Considerations

The level of trust is a fundamental differentiator of employee engagement. The more employees trust their employer and feel trusted by their employer, the greater their level of engagement.

Trust