I do not feel respected by other team members

1. “Perseverance – just keep you head down and work hard.”
2. “You have to earn respect. Show your value to the team through your knowledge and accomplishments.”
3. “Show respect to other team members – especially those who you feel most disrespected by.”
4. “This is easy, help a team member out!”
5. “Ask for feedback from the team members that you don’t feel respected by. What is going well in working together and what are one or two things they think you could work on. Listen without defensiveness. Thank them for their candid feedback. Look for patterns/trends in the feedback from the team members and work on those issues. Trust me, just asking the question will have people gain respect for you.”
6. “Find someone who already has the respect of the other team members and align yourself with that person. Perhaps ask that person to mentor you. When others see this person invest in you they will think, “Well if Charlie is helping him out then he must be a good guy.”
7. “People don’t respect those they feel don’t respect them. One important and easy way to show respect is to make sure that you are actively listening to others. Avoid the word “but” and use phrases such as: “Let me make sure I understand what you are saying” and “I can really see where you are coming from.” Also, asking others for advice is always a good way to you’re your respect for them – and maybe some great ideas to boot!”
8. “You have to take responsibility for initiating a direct and professional conversation. Share specific examples of behavior and how they have impacted you. Never accuse the other person of intentionally being disrespectful – that in and of itself is disrespectful. I find that most people actually don’t mean to be disrespectful. It is often a matter of misperception and bad communication. You should start with this presumption and give the other person the benefit of the doubt. Many times people will sincerely apologize and become more sensitive to it in the future.”
9. “You have to start by taking a step backward and having a hard look at your own behavior. Have you done something to make others disrespect you? Have you treated others with disrespect? It could be something as simple as shooting down someone else’s idea in a group meeting. Ask someone with whom you have a good relationship on the team what they think might be causing the problem. Again, start by pointing the finger at yourself rather than the other individual.”
10. “Find one area in which you can provide real value to the team over and above what you are already doing.”
11. “Ask your team leader for advice.”
12. “Are you sharing credit with others? Are you coming across as arrogant or self-centered? It may be your behavior that is really turning others off. You have to learn to be humble and use we more than I.”
13. “Team members may not respect you if you lack technical skills. Where are you weaknesses? Ask your team leader to support you in developing the skills you need to contribute fully to your team.”
14. “Take the initiative to help out another team member. Show people that you are a team player.”
15. “It is all about perception. There have been times when I was perceived as arrogant – it was actually because I am really introverted and keep to myself. When people got to know me they realized that I wasn’t that way. Take the initiative to get to know your fellow team members on a more personal level – and for them to get to know you.”
16. “Is this, unfortunately, part of your team’s culture? If so, at least you shouldn’t feel singled out.”
17. “Focus on doing the best job you can and make sure not to participate in any kind of gossip. If you speak badly about someone behind his back that will definitely cause people to disrespect you. You should also speak to someone and not about them – this is very disrespectful.
18. “Some people are jerks. Other people see that and don’t respect them. Just let it go.”
19. “For whatever reason people sometimes just don’t respect someone – it could be because they have really different political beliefs. You might have a straight conversation and tell the person that you realize that you have very different views but for the sake of the team you request that you both remain as professional and collaborative as possible. You may not respect them but you should always act like you do.”
20. “Try to deal with this issue head-on with the person. If it gets escalated to the team leader or HR then it can really cause disharmony on the team.”
21. “If the behavior is something like being yelled at, let the team member know that under no circumstances is this behavior acceptable and that if it happens again you will report it to the team leader and HR. You have to respect yourself enough to stand up for yourself.”
22. “Make sure that you identify the root cause and deal with that.”
23. “Have a conversation with them, approaching the subject not in an accusatory manner, but pointing it back at yourself. For example, “I am working on my own performance and would like to get your feedback on what you think I could do better”. Or if that’s not direct enough, simply say, “I would appreciate if we had a conversation about what happened.” (Whatever led you to feel disrespected.) Either way you will get some insight as to why they may not respect you. It’s possible you are respected you just don’t get the feedback.”
24. “Have a direct conversation and use the framework: 1) This is what happened. 2) This is how I perceived it. 3) This is how it made me feel. 4) I would like to know your perspective. 5) This is how I request you treat me in the future.”
25. “You have to determine what is causing this feeling of no respect. In my experience, this is mostly a case of miss-alignment of roles, responsibility, and authority of the team members. This is almost always solved by clearly discussing and documenting the roles and responsibilities between the team members.”
26. “Hmmm is this a “feeling” you have or have you received feedback? Some teams and cultures don’t give constant, positive feedback so it may be that you’re fine but that you need positive feedback to feed your own self-esteem. If you actually are not respected by team members and have validated feedback, you need to learn why. Is it how you dress? How you talk? If you’re on time or not? What in your behavior is undercutting perceptions of your contributions? You need to ask for feedback from your team members.”
27. “Are you the kind of person who is always whining and complaining? If so, that may be the problem. I suggest that you start being more positive – or at least keep your whining to yourself.”