Do You See Me?

Do You See Me?

It’s a simple question really; a question asked frequently by your peers and the men and women who work on your teams. It’s a question often overlooked by leaders focused solely on data or results.

Most people want to work hard, do what’s right, and help the companies they work for achieve their goals and provide a good service. When those employee attributes are absent, I believe it’s primarily a result of poor hiring or poor leadership; we simply haven’t inspired our staff with a compelling vision or developed their skills and confidence to execute.

Do you see me?

The question hovers in the workplace daily…an employee’s questioning glance, the unspoken question hidden in sighs, whispers, and frustrated cries (verbally and inside company email correspondence) for leaders to simply acknowledge the challenges, effort, sacrifice, skills, and mini successes of their staff. 

“Do you see how hard I’m working?” 

“Do you see all the sacrifices I’m making to accommodate our client needs and requests?

”Do you see how the the demands of the job impact my home life?” 

“Are you aware that I ‘saved’ a business relationship this week by following through on a service failure that was not my fault?” 

“Do you see the things I’m doing ‘right’, as well as the things I’m still learning?”

Do you see me?

When the question is answered positively it unleashes a powerful intrinsic motivating force, but if it remains unanswered or unaddressed, it conversely de-motivates and causes dis-engagement with the company’s mission, erodes trust in leadership, and ultimately feeds an employee’s lingering thoughts about looking elsewhere for affirmation and finding a place where they feel appreciated.

Do you see me?

The crazy and paradoxical thing about leaders simply answering the question is that it requires so little time or resources to address. A simple specific and concrete acknowledgement that a leader can ‘see’ their efforts can cause an employee’s heart to swell, and put a spring in their step. Regular acknowledgement increases their self-confidence, builds trust in company leadership, and affirms to the employee that they are valued, respected, and making a strong contribution to the company efforts and goals.

Do you see me?

Sometimes it may be a simple verbal acknowledgement in the hallway as you are passing by, “I heard about how you addressed the XYZ situation yesterday and was very proud that you responded so quickly to resolve it.”

Sometimes it may be a brief public acknowledgement in a team/staff meeting or huddle to highlight a particular staff member’s recent contribution in front of their peers (especially if you have insider knowledge that an employee has been working behind the scenes or out of the spotlight), ”I just want to say ‘Thanks’ publicly to Suzy for working late on Friday night to button up the ABC project! Her dedication is one reason why our clients choose and love our agency!”

Other times, it may be an email or text message thanking or appreciating a staff member for their specific ‘above and beyond’ efforts.

Do you see me?

The leader must take initiative in this acknowledgement process; it is not something that can be delegated to ancillary staff. To fuel this practice, a leader’s own EQ is invaluable and he/she must understand their own mental processes and emotional triggers, and be mindful of their own desire for acknowledgement and healthy recognition. 

Carl Rogers, the famous psychotherapist, wrote, “What is most personal is most universal.” A leader’s self-awareness of his/her own desires to, “be seen” even privately, is enough confirmation that this practice is beneficial for retaining talent, building staff loyalty, developing a valued and confident workforce, and contributing to a positive workplace. 

Do you see me?

Leaders, as you intentionally cultivate this practice and it becomes more natural, you will begin to see the world around you very differently. You are surrounded every day by people who feel invisible and in need of ‘being seen’ (maybe even your children, spouse, or others close to you).

Be proactive and preemptive with your acknowledgement and recognition. Don’t wait for your staff to lose hope or lose sight of the mission. See them, acknowledge them, praise them, and watch their creativity, trust, and loyalty bloom.