6 Traits Leaders Need to Earn Respect in Today’s Workforce

The workplace has changed - and so has what we expect from leadership. In a post-pandemic world marked by burnout, shifting values, and increased employee turnover, it’s no longer enough for leaders to just “get results.” Earning the respect of your team is essential.

But respect isn’t automatic. It’s earned through intentional behaviors, consistent communication, and emotional intelligence.

Here are six research-backed traits leaders need to gain respect and foster a strong, engaged team in today’s workforce.

1. Emotional Intelligence (EQ)

Emotional intelligence isn’t just a buzzword - it’s foundational to modern leadership. Leaders with high EQ understand and manage their own emotions while empathizing with others. They navigate conflict, respond calmly under pressure, and create psychologically safe environments where people feel heard.

Research Insight:
Daniel Goleman’s framework of emotional intelligence - self-awareness, self-regulation, motivation, empathy, and social skills - has been linked to stronger leadership outcomes. One study found that EQ is responsible for nearly 90% of the difference between high and low performers in leadership roles.
(Source: Harvard Business Review, Goleman, 1998)

2. Clear Communication

Strong leaders communicate with clarity, consistency, and transparency. In a time when teams are often hybrid or remote, ambiguity leads to confusion, frustration, and disengagement.

Great leaders don’t just talk - they listen. They seek feedback, provide context, and are mindful of tone and delivery. Respect grows when employees feel looped in rather than left in the dark.

Research Insight:
According to Gallup, employees who feel well-informed about their organization's goals and direction are 2.8 times more likely to be engaged at work.
(Source: Gallup, State of the American Workplace Report)

3. Integrity

People follow leaders they trust. And trust is built through integrity - doing what you say, being consistent in your actions, and making decisions rooted in fairness and ethics.

When leaders play favorites, dodge accountability, or fail to uphold company values, respect erodes quickly. On the flip side, a leader who owns mistakes and models ethical behavior earns long-term credibility.

Research Insight:
A study published in Leadership & Organization Development Journal found that perceived integrity was directly linked to employee trust and job satisfaction.
(Source: Parry & Proctor-Thomson, 2002)

4. Empathy and Humanity

The best leaders recognize that their team members are people first. In today’s workforce, where mental health concerns, caregiving responsibilities, and post-pandemic stress are prevalent, empathy isn’t optional - it’s expected.

Respect grows when leaders ask, “How are you really doing?” and mean it. When they give space for flexibility, offer support, and treat each person as whole and human.

Research Insight:
Leaders who display empathy have been shown to increase retention and performance. A Catalyst study found that 76% of people with empathetic leaders reported being engaged, compared to just 32% with less empathetic leaders.
(Source: Catalyst, “Empathy: A Force for Productivity,” 2021)

5. Decisiveness with Collaboration

Strong leaders don’t waver endlessly - but they also don’t act like dictators. The balance? Decisive action informed by collaboration. When leaders invite input and weigh perspectives but still make clear, timely decisions, they earn both respect and trust.

This kind of leadership signals competence and inclusiveness - two pillars of psychological safety.

Research Insight:
McKinsey’s research on effective leadership in the post-COVID era emphasizes “deliberate decision-making informed by diverse viewpoints” as a top trait of high-performing teams.
(Source: McKinsey & Company, “The New Possible: How HR Can Help Build the Organization of the Future,” 2021)

6. Commitment to Growth—Theirs and Yours

Employees respect leaders who don’t act like they’ve arrived. Leaders who invest in their own development, seek feedback, and remain open to learning send a powerful message: growth is a continuous process.

Even more, great leaders prioritize the development of others. They coach, mentor, and advocate for opportunities - not just to get more from their team, but because they genuinely want to see people thrive.

Research Insight:
According to Deloitte’s Global Human Capital Trends report, organizations with “leaders who grow leaders” are 1.5 times more likely to be high-performing.
(Source: Deloitte Insights, 2020)

Final Thoughts

In today’s workforce, respect isn’t earned through authority or title - it’s earned through emotional intelligence, communication, empathy, and a genuine commitment to people.

Leadership is no longer just about delivering results. It’s about how you deliver them - and who you become in the process.

Want to become a more effective, respected leader?

Let’s work together.

Book a complimentary leadership coaching consultation and let’s talk about building your leadership style from the inside out.