Text: Françoise Gallet. Article from the December 2014 issue of Bona Magazine.
Françoise Gallet shares expert advice on how you can finally get recognised at work.
Ever felt ‘invisible’ at work – that your talent and efforts aren’t valued? Career coach Khanya Matlala says given that most of our time is spent at work and we often make many sacrifices to deliver results, feeling this way can affect our morale, sense of self-worth and what we ultimately achieve. Refilwe Marathe, an executive and life coach explains: “Inherently, we know that we have unique talents and attributes that we can offer and would greatly benefit the people around us. Our talents are an extension of our being, and if they are validated we feel we have a sense of purpose and belonging.”
Validation starts with you
However, the desire to be validated and acknowledged means we tend to overemphasise the importance of validation from outside sources. And, while many managers may indeed fail to show how much they value you as an employee, acknowledging yourself is important too. “Acknowledging yourself for your skills and talents is healthy. If you can’t or don’t respect yourself for who you are, how can you expect others to do so?” queries Carol Gerber, a possibilities coach with a background in human resources.
According to Khanya, you are responsible for knowing what you want and what will make you happy at work. She, however, says that even though we might know this, we tend to ignore it and adopt the company’s desires as our own, which leads to unhappiness in the workplace. “People forget who they are and what they value most, and rely on the company to dictate to them, then they get upset when the company undervalues their contributions. If you don’t know what will make you happy, then you will never have the confidence to discuss this with your employer,” explains Khanya.
According to experts in career fulfilment, the recipe for professional validation seems a complex and potent mixture of self-awareness, self-belief and savvy, which puts you in the driving seat. Here’s how to mastermind your sense of professional fulfilment and validation:
Command respect, professionally
“When you demonstrate respect for others, you set an example and lay the boundaries for behaviour towards you,” explains Carol. She adds that you must remember that actions speak louder than words and you are always communicating with people, even when you are not talking. Be as aware of your nonverbal messages as you are of your verbal communication, including how you respect and honour your work commitments. Delivering work on time and producing results that are expected is part and parcel of offering and commanding respect, shares Khanya.
Secure validation and praise
Carol suggests another way is to simply ask for validation and praise, for example, asking: “Are you happy with my work?
If the person you ask says they are not happy, be prepared to apologise. Redo the task and ask if there are improvements. How you receive the feedback will, in turn, influence the respect and recognition you command. If you find yourself on the receiving end of criticism, taking note of what social psychologists refer to as the self-serving bias – the tendency to take personal credit for success while blaming external factors for your shortcomings – could be beneficial. Although it can be challenging to confront your shortcomings, avoiding the trap of the self-serving bias can lead to
Acknowledging the needs of others is crucial skill in the quest for recognition.
greater self-awareness and growth – the essential foundation of which is a belief in your intrinsic capabilities, peppered with affirming self-talk. “Believe in your capabilities, build on these and appraise yourself positively,” asserts Refilwe.
Get recognised
Sharing valid personal successes subsequently becomes a key component in generating recognition. “No one will know what you have achieved if you don’t tell them,” points out Carol. Khanya suggests coupling self- promotion with a sound understanding of your key performance indicators, careful planning and self-monitoring. “Keep track of your performance and set up quarterly performance meetings with your boss. In these sessions set joint performance goals, get feedback on your performance and also engage with your boss on the kind of recognition you seek.” She, however, cautions that before you enter into any ‘bargaining’ conversations about recognition, ensure that the work you are doing is in line with what the company expects of you. Further, being able to speak up on what is important to you, while still acknowledging the needs of others, is a crucial skill in the quest for recognition.
Get a raise or promotion
“To get a raise or promotion, you need two main things – the right timing and the ability to justify your request,” says Khanya. This means doing a bit of homework. Firstly, you’re not likely to get a raise if your manager doesn’t make much more than you do, so sensitively and carefully gauge the range of salaries in your department. Also take into account the state of the economy and check the industry standard – online salary calculators can give you the estimated average of salaries in your field, advises Khanya.
With this background information, remember to motivate your request not just on the basis of your technical abilities, but to elaborate on all your qualities such as your relationships with your team, management and clients as well as any personal attributes. But the ultimate power in your pitch – for either a promotion or raise – is to draw a link between what you do and the value it creates, urges Refilwe. Take a clear view of what the company is trying to achieve and illustrate how you are crucial to its future success.
Motivate your vision
Finally, for those who are struggling to find professional motivation, Khanya has a bold suggestion. “Imagine your most desired career outcome and the reward that will make you happiest when you’ve achieved it, then suggest it to your employer. If it’s declined, it could be an indication to find an employer that shares your vision.”
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