The perception of your “value” at work and in your career

Written on February 22, 2009 by Judy Martin in workplace

Just friday I was asked if I feel “valued” in the newsroom where I anchor a few days a week at a local news station.

“Judy Martin, do you feel really feel valued? Really?” my friend said with a twinge in her voice, obviously dissatisfied with the current state of affairs in which we’re all working like crazy while on the elusive quest for work life balance. I laughed and I pondered the question for a moment. It was a rhetorical question to a degree. But before I could answer, the person who posed it, was expressing dismay with her own work life scenario. In our hurried society, is there truly any room or time to feel valued?

The discussion went in a number of directions and settled on one puzzle. Is external approval from management necessary to feel valued either in the workplace or in one’s career in our WorkLife Nation? We bantered about a bit and decided it was a pipe dream to believe that the powers that be would sincerely throw such praise unconditionally. One can only control their own inner feelings about value. No one else is going to do it for you.

If we rely on external influences to measure our worth on a daily basis, we’re all in a lot of trouble. Ultimately, an individual has to determine, come to terms with and embrace one’s own value. But in the current lousy state of affairs in any job market, it behooves you to identify and display that extra special something that will make you stand out above the masses as a valued player.

Career Success blogger Andy Robinson, an executive career coach, addressed this topic in a recent blog post, Daily Dose of Value, It’s the Little Things that Count.

He writes about little things that you can do consistently to raise awareness of your profile at work. Here are some of his tips, but I encourage you to check out his entire post.

Arrive a FEW MINUTES earlier than everyone else on your team, including your manager/boss.
Leave a FEW MINUTES later than everyone else on your team, including your manager/boss.
Arrive at all meetings on time and fully prepared.
Always have an agenda prepared for all meetings with your staff, your manager and your team members.
Coming out of every meeting — get crystal clear clarity on YOUR next actions and follow ups.

http://www.cravingbalance.com/craving-balance Lisa Gates

Judy, thanks for this post. I think another fine line is what I call the “In-Order-To monster.” If we arrive early, stay late, be prepared, have an agenda and know our next actions In- Order-To get acknowledgment, we’re in the approval trap. If we do those things because we value them and are part of our work ethic, we’ve made a step in the direction of authentic work, even leadership. On the other hand, I think management and leadership need to find ways to cultivate acknowledgment daily. If they’re not noticiing, they’re not leading.

http://www.judymartinspeaks.com Judy Martin

Hello Lisa,

Thanks for a great point. I notice in the replies to a number of posts recently, that it’s coming down to authentic leadership. It’s an art that is yet to be perfected for two reasons. First, I think, holding approval and acknowledgment hostage allows for control and manipulation over workers. I don’t mean to sound harsh, but with so many employees concerned about keeping their jobs, it is simply easier to fall prey to the demands of the top brass – and management knows that. Second, I believe that as a society we are still learning what it means to be an authentic leader. Certainly the antics of some corporate leaders are a harsh reminder that there seems to be a long way to go. Thanks for visiting!