Undervaluing employees or treating them as replaceable—for example, by overworking them or disrespecting them due to their status and position in the company—violates their intrinsic human value. This leads to disengagement and broken trust. You can avoid these consequences by leading with dignity: recognizing and honoring the humanity of every team member to create an environment where people feel valued and thrive. Here’s how to get started.

Build “dignity literacy.” Learn to distinguish dignity from respect. Dignity is unconditional and inherent, while respect is earned. Recognizing everyone’s right to dignity builds a stronger foundation for leadership.

Recognize inherent value. Shift your focus from what employees produce to who they are. Affirm their humanity through fair pay, inclusion, and meaningful acknowledgment.

Address dignity violations. When the organization harms someone’s dignity, take responsibility. Acknowledge the harm, offer genuine apologies, and rebuild trust with accountability.

Embed dignity in processes. Incorporate dignity into systems—for example, by delegating decision-making power to those closest to the problem, not those highest in the hierarchy, or by allowing employees to vote on key issues. Consistency ensures dignity remains a core value.
This tip is adapted from “How Does Dignity Fit into Your Leadership?,” by Michael Pirson et al.
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