I feel undervalued – who should I raise it with?
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This question recently came up at a career conference T&P ran for one of our clients. The short answer is ‘yourself’ because if you aren’t driving your career no one is. That may sound a little harsh but as the saying goes ‘charity starts at home’. So, let’s look at the range of options open to you if you feel under-valued at work.
Why do you feel under-valued?
Acknowledge your feelings, explore them and then ask yourself where’s the evidence? For example, have you been repeatedly turned down for promotion, or opportunities that would raise your profile? If so, ask the person who made the decision for feedback. What you could do to be a successful candidate next time? Then, make a concrete development plan to address the issues raised.
Do you know what your strengths are? Do you let others know?
What is it that you bring to a team or project or role? Understanding our skill set, especially those strengths that energise us, is key to driving a successful career. Equally, be honest about your weaknesses – we all have them. Look to manage them effectively and avoid roles which would expose these weaknesses. So, if you do not enjoy or have an interest in managing people, look at more technically focused careers and leadership positions.
What stories can you develop to build your brand?
Whilst few of us would want to be seen as braggarts, we do need to build our brand and reputation at work so others know what it is we can offer and what we have delivered for the organisation. So, develop memorable stories backed by hard data and look for suitable opportunities to use these with people you meet, whether that’s when queuing for a coffee, chatting to colleagues at a seminar, or at your next appraisal. It’s hard to value people when we know little about them or what they contribute.
Do you step forward for opportunities?
Rather than wait to be asked, volunteer! HR are often looking for people to mentor others and that’s a great way to gain informal management experience. Are there new projects coming up that you could be a part of, giving you the opportunity to demonstrate your strengths and skills and build your reputation in the process? If you don’t know, ask around.
Are you too passive?
People who feel under-valued are often hardworking and diligent yet passive, assuming their efforts will be rewarded. However, managers are constantly busy and can easily, unwittingly, overlook people. We can reverse this by taking active control of our careers and speaking up about what we contribute and what we’ve achieved.
What if you have already taken the actions described above? If this is the case, you need to do some research. Speak to your manager and colleagues and ask for some honest, constructive feedback about how they and others perceive you, or design an anonymous online 360 questionnaire and ask them to complete it. You may discover you have a working style others find difficult or a manner which they find off-putting. Whilst such feedback may be uncomfortable to receive at least you will have learned something useful and can do something to change that perception.
Do you have a coach or mentor?
Having someone to help and advise you on how to manage yourself and your career is invaluable. Ideally, a coach or mentor will help you reflect on what is happening at work, help you to question what it is you can really contribute and how to capitalise on your strengths whilst managing your weaknesses so they don’t derail your career. If you don’t have a coach or mentor, talk to HR about how to set this up.
TAKE AWAY
If you feel undervalued at work, you need to do something about it before you become completely demotivated. Knowing your strengths, what you offer the organisation, building a positive brand and reputation underpinned by data-driven achievements is key. Asking for feedback about how you are perceived, what others value in you and what they find more challenging is also useful so you can learn how to maximise your positive impact. Use these insights to step forward for opportunities – don’t be passive in the management of your career.
Why do you feel under-valued?
Acknowledge your feelings, explore them and then ask yourself where’s the evidence? For example, have you been repeatedly turned down for promotion, or opportunities that would raise your profile? If so, ask the person who made the decision for feedback. What you could do to be a successful candidate next time? Then, make a concrete development plan to address the issues raised.
Do you know what your strengths are? Do you let others know?
What is it that you bring to a team or project or role? Understanding our skill set, especially those strengths that energise us, is key to driving a successful career. Equally, be honest about your weaknesses – we all have them. Look to manage them effectively and avoid roles which would expose these weaknesses. So, if you do not enjoy or have an interest in managing people, look at more technically focused careers and leadership positions.
What stories can you develop to build your brand?
Whilst few of us would want to be seen as braggarts, we do need to build our brand and reputation at work so others know what it is we can offer and what we have delivered for the organisation. So, develop memorable stories backed by hard data and look for suitable opportunities to use these with people you meet, whether that’s when queuing for a coffee, chatting to colleagues at a seminar, or at your next appraisal. It’s hard to value people when we know little about them or what they contribute.
Do you step forward for opportunities?
Rather than wait to be asked, volunteer! HR are often looking for people to mentor others and that’s a great way to gain informal management experience. Are there new projects coming up that you could be a part of, giving you the opportunity to demonstrate your strengths and skills and build your reputation in the process? If you don’t know, ask around.
Are you too passive?
People who feel under-valued are often hardworking and diligent yet passive, assuming their efforts will be rewarded. However, managers are constantly busy and can easily, unwittingly, overlook people. We can reverse this by taking active control of our careers and speaking up about what we contribute and what we’ve achieved.
What if you have already taken the actions described above? If this is the case, you need to do some research. Speak to your manager and colleagues and ask for some honest, constructive feedback about how they and others perceive you, or design an anonymous online 360 questionnaire and ask them to complete it. You may discover you have a working style others find difficult or a manner which they find off-putting. Whilst such feedback may be uncomfortable to receive at least you will have learned something useful and can do something to change that perception.
Do you have a coach or mentor?
Having someone to help and advise you on how to manage yourself and your career is invaluable. Ideally, a coach or mentor will help you reflect on what is happening at work, help you to question what it is you can really contribute and how to capitalise on your strengths whilst managing your weaknesses so they don’t derail your career. If you don’t have a coach or mentor, talk to HR about how to set this up.
TAKE AWAY
If you feel undervalued at work, you need to do something about it before you become completely demotivated. Knowing your strengths, what you offer the organisation, building a positive brand and reputation underpinned by data-driven achievements is key. Asking for feedback about how you are perceived, what others value in you and what they find more challenging is also useful so you can learn how to maximise your positive impact. Use these insights to step forward for opportunities – don’t be passive in the management of your career.