What do you do if your contributions in video production are not recognized by your team and organization?

1 Identify the root cause

The first step to address the problem of lack of recognition is to understand why it is happening. Is it because your team or organization has a poor feedback culture, where praise and constructive criticism are rare or inconsistent? Is it because your role or responsibilities are unclear, vague, or overlapping with others? Is it because your video production skills or style are not aligned with the expectations or preferences of your team or organization? Or is it because of some personal or interpersonal issues, such as bias, jealousy, or conflict? By identifying the root cause, you can tailor your response accordingly and avoid making assumptions or generalizations.

2 Communicate your value

The next step is to communicate your value and contributions to your team and organization. This does not mean bragging or boasting, but rather highlighting your achievements and impact in a factual and professional way. You can do this by updating your portfolio, resume, or LinkedIn profile with your latest video projects and results. You can also share your work and insights on social media, blogs, or newsletters, and tag or mention your team or organization. Additionally, you can seek opportunities to present your work and ideas in meetings, webinars, or events, and invite feedback and questions from your colleagues and managers.

3 Seek feedback and recognition

Another step is to seek feedback and recognition from your team and organization. This means asking for specific and constructive feedback on your video production work, and how you can improve or learn new skills. You can also request recognition for your achievements and accomplishments, such as awards, bonuses, testimonials, or referrals. Moreover, you can express appreciation and gratitude for the feedback and recognition you receive, and reciprocate by giving feedback and recognition to others. By doing this, you can build trust and rapport with your team and organization, and demonstrate your professionalism and growth mindset.

5 Negotiate your promotion

The final step is to negotiate your promotion with your team and organization. This means preparing a strong case for why you deserve a promotion, based on your value, contributions, feedback, recognition, network, and influence. You can also research the market rate and expectations for your desired position or role, and compare them with your current situation. Additionally, you can practice your negotiation skills and strategies, and anticipate possible objections or counteroffers. Finally, you can approach your manager or supervisor with confidence and respect, and present your case in a clear and compelling way.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?