If your leaders are not on board with your vision of creating a great workplace built on trust and respect, it is time to clean house. Because the qualities of trust and respect are foundational elements of a great workplace, your leaders must also possess these qualities.
The initial reaction for many CEO’s will be to retain leaders with excellent technical skills but poor people skills. This is a very bad idea for positive culture formation. It is good to give these supervisors a chance to change and buy-in to your leadership model. However, a timeline and company assistance should be attached to your people skills expectation.
As the CEO of your organization, you are responsible for leaders treating employees well. Supervisors with high technical/low people skills will either need to be given a chance to adopt the trust and respect model or be moved to a non-supervisory role. If the non-supervisory role does not work, you should kindly and respectfully part ways with the supervisor.
Very Important: Treat the supervisor well during their departure. Employees will be watching to see how departing employees are treated by your company. Roughing-up your departing supervisor should not be part of the company’s values.