Sound familiar?
- Effort is quietly dropping and you can’t point to why.
- Good people are leaving, and the exit interviews are vague.
- You’ve “done values” — there’s a poster — and nothing changed.
- You suspect the problem is how people treat each other, but “be more respectful” isn’t a plan.
Here’s the thing about respect
When researchers surveyed almost 20,000 employees worldwide about what they want most from leadership, respect came first — above recognition, above feedback, above almost everything. And the cost of getting it wrong is measurable: of people treated with incivility, 80% lose work time stewing on it and 48% deliberately dial down their effort — and it spreads, to colleagues and straight through to your customers.
Respect isn’t soft. It’s the lever with the shortest path to retention, effort, and customer experience. Most teams just don’t know there are two kinds — and that you can engineer both.
What we’ll actually do
No lecture, no slideware to sit through. You’ll work. In 90 minutes we:
- Separate owed respect (the dignity everyone gets) from earned respect (recognition for real contribution) — and find where your team is out of balance.
- Argue over a real case: a company whose re-offending rate sits ~80% below the national average and that grew ~8.5% a year for a decade — by engineering respect with no extra money.
- Turn the seven evidence-based practices into specific “we will…” changes for your context.
- Leave with each person’s commitments captured on one page.
What you’ll leave with
- A shared language for respect that your team will actually use.
- An honest read on where your culture is leaking effort and loyalty.
- A one-page commitment sheet — concrete behaviour changes, not aspirations.
- No change programme, no consultants embedded for months. Just a better Monday.
Who it’s for
Leadership teams and intact teams (ideally 8–20) who’d rather fix the real thing than run another engagement survey. Especially useful when something feels off but no one’s named it yet.
Who’s running it
NIMII is built on delivery, product, and organisational-change experience — plus the kind of credential you don’t get in a classroom: running people-heavy operations at festival scale (logistics for tens of thousands of daily customers at one of Europe’s largest festivals). NIMII’s whole premise is removing the barriers that stop people moving good work forward — and disrespect is one of the most expensive barriers there is.
Format & logistics
- 90 minutes, live and interactive.
- Virtual or on-site in the Copenhagen area.
- 8–20 people (smaller leadership groups welcome).
- Investment: DKK 9,000–16,000 (ex-VAT), in-house, one team, virtual or on-site. Often run as a first, scoped session for teams who want to test working together before anything bigger.
- Booking: get in touch below.
A couple of honest answers
“Is this just feel-good stuff?” No. It opens on the numbers and ends on commitments. The one optional piece of theory — the brain chemistry behind why respect drives performance — is there precisely for the sceptics.
“My team is allergic to anything ‘culture’.” Good. So is this workshop. It treats respect as behaviour and outcomes, not sentiment.