4 Ways to Gain the Recognition You Deserve at WorkNone By Stella Grizont
Feel like you're working your butt off...but no one is really paying attention?
Or, maybe all the feedback you get is negative, and there's no mention about what you're actually doing well?
So many folks come to me with this complaint. And it sucks.
Not being appreciated feels pretty crummy, and can easily lead to resentment, which can lead to not giving your 100%...which can lead to fantasies of working elsewhere.
So before you start interviewing...or worse, let your performance suffer, try this.
First, figure out what kind of appreciation you really want (and ask for it!).
Not all appreciation is created equal. We have to get specific about Who, What, When, Where, and How. Seriously.
1. Clarify WHO You Want Appreciation From
One of my clients (an engineer) wanted feedback from her VP. I asked my client about her VP's experience and it turns out that she's more sales oriented than engineering. Aha! My client realized that she wanted technical feedback from her colleagues instead of her boss. Her boss was actually incapable of giving her what she wanted.
Who do you want to recognize your work? Maybe it's not your boss but your manager's boss, your colleagues, your industry, the media, or your family and friends at home.
2. Now Think About the HOW
This may feel awkward, but it's vital to nail the forms of appreciation that matter most to you.
I worked with a manager who thought he was appreciating his employee by giving her bigger responsibilities. It turns out that she was feeling punished instead of recognized.
Let's figure out how you want to be recognized so it actually boosts your motivation instead of taking it away. Do you want someone to:
- Tell you how well you did verbally
- Write about it in an email
- Buy you a gift
- Offer you a growth opportunity ("Why don't you join the leadership committee?")
- Give you a raise
3. Where and When Would You Like This Recognition?
Yes, we're getting that specific. Only because your boss (or whoever it is), is not a mind reader. And what may seem like common sense to you—is not.
- Do you want this done publicly?
- Do you want this privately?
- When is an ideal time? And how frequently do you want it? After each time you report the monthly stats? At your weekly one-on-one's? Casually, each time she notices something you've done well?
4. Now Ask for It
Gulp. This may be the hardest part for most people. It's vulnerable. And no one wants to come off as needy or whiny. So how do you ask f