Undoubtedly, the Great Resignation--arising in the wake of the COVID-19 pandemic--continues to plague employers to this day. Thanks to the short attention span of media headlines, much of the public does not seem to be aware. However, HR professionals are painfully aware that recruiting and retaining a quality workforce is one of their top challenges. Employers want to know what they can do to keep good workers. A study published in Harvard Business Review clear back in 2014 may provide the direction we are all searching for. That study revolved around a survey of some 20,000 employees from all over the world. It inquired about their experiences on the job in categories like trust and safety, enjoyment and satisfaction, and meaning and significance. Researchers compared the responses and found that no other leadership behavior had a bigger effect on employees than respect. The authors found that being treated with respect was more important to employees than recognition, getting feedback, and even professional development opportunities. Employees who do not feel respected consistently demonstrate less engagement, more turnover, and less focus and productivity at work--all costly behaviors for the companies that employ them. Business leaders--from workgroup supervisors to CEOs--are often unaware of their behaviors that leave employees feeling disrespected. The causes of such "uncivil" behavior can range from mindless neglect to general contempt or even angry dismissal. A leader lacking selfawareness runs a high risk of sending negative messages to the rest of the employees. This article suggests a three-step process for raising your own self-awareness and breaking the cycle of uncivil behavior in your work culture: 1. Step 1: Uncover your blind spots. Consider asking a couple trusted colleagues for their views about how you treat other people. Ask what you could do better. Listen openly and carefully. 2. Step 2: Get a coach. Coaches bring an objective, outside point of view that can unearth some of the underlying assumptions, experiences, and personal qualities that lead us to be dismissive and disrespectful. 3. Step 3: Use the "feedforward" method to improve. In his 2012 book, FeedForward, Marshall Goldsmith wrote creatively about the negative connotation associated with feedback. It implies judgment and critique. "Feedforward," as he coined it, does not discuss the past, but helps others to envision improvements in the future. Seek "feedforward" from others--asking them to make positive suggestions and to help you create and follow a plan of action. [ABSTRACT FROM AUTHOR]