We spend around 90,000 hours of our lives at work so it’s only natural to want to feel that the work that you do is appreciated.
In a post I wrote in 2017 I even asked whether there was anything wrong with being an employee?
How you measure appreciation will of course differ from person to person, money might be your motivation, you might want your ideas listened to, or just feel that what you do really makes a difference. The fact that you’ve clicked on to this post would suggest that there might be feeling unappreciated in your work.
I’ll admit that I’m always amazed by the fact that simple common sense approaches to leadership, management and employee motivation is so often overlooked or swept aside. I guess it’s true what they say, common sense isn’t that common.
Here are 5 signs that you’re not valued as an employee:
1. You’re given extra responsibility without any recognition for the work that you’ve taken on
Some time ago as a result of a Senior Manager leaving and someone else being appointed to the role, I was asked to take on management responsibility of a small team. I didn’t mind as it was only supposed to be temporary placement and I was being offered increase in my wages, with the promise that the role would be reviewed, possibly making it permanent.
Fast forward today and I am on the wage that I was before being asked to take on those temporary duties, I have asked for a pay rise too, but apparently these extra responsibilities weren’t deemed sufficient to warrant one.
So to get this straight in my head, I’m expected to manage a team, give advice to those that paid considerably more than me, sometimes about their own role, deal with internal and external complaints, carry out legal work (which occasionally involves attending court) and carry out finance work too. “Shrugs shoulders”
For all this extra responsibility I get an paid an £9($11) extra a day after taxes than those that I manage.
2. Opportunities to develop and progress your career are limited or non-existent
In 2015 I completed a HND in business management as the jobs with my current employer always stated that they required someone that was degree educated or equivalent. Frustratingly they now claim that I don’t have the experience to undertake the jobs that I know that I could do.
My employer isn’t isolated in doing this, I’m sure that there are employers up and down the country claiming to be investors in their people, so externally they are seen to be a fantastic employer when in reality investment in their people is actually limited or non-existent.
I’ve also experienced situations where people of been given jobs without the so-called prerequisite qualifications.
3. You’re asked for an opinion and if the don’t like the answer do nothing about it
Team building events and employee workshops don’t mean anything if your employer isn’t prepared to do anything with the feedback that they are given by the employees.
Employers might spend a small fortune employing consultants in the hope that they might analyse information from workshops and come up with some “out of the box” ideas that are going to change things overnight (aren’t those that are already paid very well capable of doing this themselves?)
Even if they don’t like the outcome surely at least communicating to staff what they are going to do with this information shows that opinions are being considered, and not going silent on the matter and losing the respect, if there was any, of your staff.
4. Higher management claim to not be aware of low morale in the workplace
Workshops, supervision and everything else that your employer says it does to make sure that staff feel valued and appreciated mean nothing, if as I’ve already said, if nothing is going to be done with the information you given.
There’s no excuse not to know how your staff are feeling and if you don’t, I would question whether your staff respect you enough to feel that they can come to you and and feel that you can actually make a difference.
5. Simple decisions take longer than they need to
Whether it’s red tape or just not wanting to be thought less of by their bosses, simple decisions that affect the morale and mental health of staff that are doing the work shouldn’t need to be an exercise in how long can we stretch this out and wait to see how things pan out.