One question I often ask of a coaching client is how they see the job they do? What does it contribute to the team, department or organizational success? How do they see its’ importance in terms of what it
contributes to the desired outcome and achievement of the intended goal? Finally, what is the value that they place on their contribution as well as the value that others place on it? Too often the answers I hear don’t make for a pretty picture. And they definitely don’t make for a cohesive group effort. That, in turn, can have very real and even detrimental impact on the success of an individual and an overall effort.
In an ideal environment from one’s very first day they learn to recognize that they and the work they do is a contributor to the overall success of project and/or the company. And although it may be related to sales, customer relations, operations, accounting, delivery, administrative or overall management … the ultimate success of whatever the goal might be cannot and will not be achieved to the max unless all aspects of whatever the goal requires are handled to the same degree of successful completion. This would logically require that every person involved in the process understand and truly value the job they
do at the same time it is valued by others. Unfortunately I don’t believe that such a business culture is the norm. Rather individuals either see themselves and their work as more or less important than another’s. And even if the individual doesn’t, the leadership often sees it as such. And when this happens it takes the wind and needed energy out of the sails of some while inflating that of others. The result? Divisiveness among the very people who are relied upon to make it happen in a successful way.
Here are some of the things that contribute to differences in the ways that one’s particular job contribution is seen as less than by others as identified by Glenn Llopis in his contribution to Forbes on writing about different ways the contribution by some is undervalued. He speaks in terms of a leader however I believe this applies to ways that others on the team devalue another’s work and present it as such to some of his points:
- Unaware of Their Strengths
Because some in the effort do not see the importance of the work being done by some and see what they do as the most important they might not take the time to truly understand the abilities and strengths of what that person is capable of providing. When leaders can’t see beyond the obvious, they are doing themselves, their co-workers or employees and their organization a big disservice. They are unknowingly undervaluing their contributions and the opportunities before them. - Refuse to Seek Their Counsel
Because one does not see the true value of another’s job and the related contribution, they may be inclined to look over them when seeking input that could improve the task, method and the outcome. This contributes to someone feeling undervalued and disrespected and thus a poor sense of their work and their desire to truly care. - Make No Effort to Invest in the Relationship
When any one position on a team is seen as less important than another, it delivers the message that they are less important as a person and as an important link to the desired outcome. Thus the person feels taken for granted and down goes their interest or investment in a most successful outcome. - Provide Little if Any Feedback
If one doesn’t value the work or another the tendency is to not waste the time of providing input that could alter and perhaps improve the work that person is doing. Of course this easily can lead to that person feeling underappreciated and with that, the importance of caring and effort go south.
So this is all interesting, however, what is very important to the person feeling this lack of appreciation and love is what they can do about it. The good news? There are definitely steps you can take that will have a most positive impact on the person (is that you?) and the ultimate success that is the overall goal as follows:
- Take stock of just how real and prominent this situation is
Do you believe that the feeling you have and your related sensitivity to it is
wide-spread coming from many or different directions or it is primarily from a single source? Regardless, it is unpleasant and uncomfortable however one’s reaction and actions would be different given the actual situation. - Have a conversation with the person who you feel doesn’t appreciate your work
Perhaps they emit the impression they do because they really don’t understand what you are doing and the related skill and challenges that it represents. Why should they? Their focus is on what they contribute and thus to some extent they take your abilities and results for granted. - Be more visible to the others
Feeling unappreciated can make us withdraw from attention and notice and that only furthers the reactions of another and our own sense of isolation. If you are proud of what you do and the level of skill you have, let that allow you to be an active part of the group effort. After all, others don’t really understand all that is involved. Let your sense of pride allow you to have a presence to the other(s).
Be open in your recognition and praise of others and their contributions
Demonstrating your willingness to acknowledge others and their part in creating the desired success provides the example of others returning the same to you. It’s a win-win. - You don’t need permission from another to feel satisfaction and pride in the work you do and what you provide to the overall, successful effort
If you are able to view what you do and the contribution it makes to the goal as being an important part of the overall effort you are and become less reliant on any other person’s view to define your real value. This enables you to move forward positively and confidently.
Amy Rees Anderson is a founder and Managing Partner of REES Capital, an angel investment firm. She focuses on helping other succeed in their entrepreneurial ventures. In her article for Forbes entitled “Every Person Matters in a Company, and There is No Such Thing as an Insignificant Position” she expressed this:
“Every single person in a company is a valuable piece of the chain. If they do their part wrong, the entire chain feels the effect. That chain is in a circle that goes round and round, with no beginning and no end. Every person matters and is equally important to the overall functions done in a company. No one person is insignificant or small in the process. Everyone needs each other” for the job they do and role they play in an effort.
I think I just heard a mic drop!
Mike Dorman
where you want to be at the end of next year (2019)?
in to a unique situation unrelated to their job … they disappear in some fashion. The very person that you want to notice you WILL notice when you demonstrate that you can be counted on to do what is needed and asked of you.
r to find it as it resides within us. I know that there are things we can do that both prepare and enable us to address the issues that have thus far held us 
This enhances the ability to stay on topic which is important so that you don’t lose your listener. Staying on message is critical!
Expecting a certain response to your input potentially dooms desired progress.
all have had the chance to digest and think about what they have heard.
often they appear to make decisions based on their perception of
the plan or goal because in the big picture sense, it hasn’t changed that much. However, because they aren’t dealing with the detailed elements related to the goal they’ve made an assumption that undoubtedly causes frustration and wasted time/money.
is just the way that the one in charge operates. People are less inclined to excuse this happening especially when there is a pattern of this being some sort of ‘norm.
believes that if I can see you I know you’re working. If I can’t I get concerned that you are wasting time. However, if the nature of your part in achieving the goal requires that you move around in some form, the boss needs to understand that and the reasoning behind it. In that he/she has not done your specific job, it is safe that they don’t really understand how it is best achieved.
situation because chances are that is the case.
conversation just be curious rather than angry. You will achieve hearing the other’s logic and reasoning as a prelude to responding.
bus. The immediate drive is to extract ourselves from this uncomfortable and somewhat suffocating circumstance. Just how we do that will and can have a huge impact on us … as victim or victor.