Yes, that's part of an oldie but goodie best sung (in my opinion) by Aretha Franklin. It's also often the missing key component in finding good people, growing good people and keeping good people.
I once presented my concept of mutual respect at a leadership meeting. I began by stating that during my years in Human Resources it was commonplace to hear a manager or supervisor complain that their employees didn't respect them. In response I would pull out the latest copy of the findings from the good old employee satisfaction survey and point to results of questions about management's "fairness and consistency" where I would find low scores. Why is this a common thread where respect is low? I have a theory that mutual respect starts with building trust. Begin building trust by being consistent with teamwork, communications, application of policies and procedures. If managers are consistent, they will be viewed as having integrity. If they have integrity, people are more likely to trust them. If people trust you, they will respect you.
Payscale recently released a white paper on turnover, but something resonated with me when I read, "Employees want to know what they think matters. They want to be treated as valuable members of the team with something meaningful to contribute.". Payscale continued with, "Employers who give more than lip service to the notion of workplace respect are way ahead of the curveball and will experience more worker loyalty as a result.".
Want to get good people, grow good people and keep good people? Listen to Aretha and give them R.E.S.P.E.C.T.