Not Feeling Valued at Work?

It's no fun when your efforts at work go unrecognized or overlooked, or a perception that others do not value your ability. Such misgivings are natural because the appreciation of efforts or recognition is a human need. When hard work and contributions go unnoticed, it is taxing and takes a toll on your morale. It intensifies the sense that you don't belong there. Side effects include fretting about your true potential and your professional advancement. Self-doubt enters your world, leading you into the zone of anxiety - what if no one notices what I'm doing, am I worth? The puzzle here is how to make the rest of the workforce recognize what you do.? Having been told all our life to be humble, now how to blow the victory horn subtly?. Before trying to solve the puzzle, the key thing to realize is that you could be part of the problem, and that may be stopping you from solving the puzzle.  

You need to ask yourself whether you're realistic about the appreciation that you expect from your boss, peers, colleagues, and clients. Even though the feedback you long for might be reasonable within your organization's context, First, try running a litmus test on your recent accomplishments. Ask yourself, Why do I deserve the kudos? "Was my work exceptional? Was it over and above what my peers typically do?. If you honestly acknowledge "NO," you just solved your problem. Most are overloaded with responsibilities and distracted. For Experienced folks, it is not about the content or know-how - the problem is neglecting the finer details. Cut your distractions and give attention to the details, kudos shall follow. 

But if you responded "YES" and declare I was outstanding, it is now a different puzzle. It is true that even with good intentions, your colleagues and manager overlook what you do and take you for granted. It happens. When you view yourself as a busy person, remember others are busy too. So when it happens, the solution here is systematically establishing factors for people to take note of your efforts. It is easier said than done. Here are some steps. 

1. Validate your Views: Try and get a second opinion. Check with a trusted (senior) colleague and scan for concurrence. You could have over analyzed it or jumped to conclusions.  
2. Increase your team's visibility:  If you run a team, establish a systematic process for others to learn about your team. Implement channels for showcasing your team effort to others - what the group does and why it's valuable. Find ways to reach them on their schedule. Assuming someone will reach out to you just based on your intellect and experience is a fallacy. Everyone is occupied and has no time to discover your fantastic team or its achievements.
3. Mandate Quality: Never associate your name with shoddy work. Achieve quality by focusing on the finer details. I like to quote a proverb in Tamil - "ஆள் பாதி ஆடை பாதி" - Content and its presentation are equally important. Never let presentations or reports go out without quality checks - Once again - pay attention to details. 
4. Formulate your Identity:  You must create an identity for yourself. Too often, we do not. We are okay with bundling along with a bigger team, after all, we are part of a team, but bundling also hides you. In most cases, the non-appreciation factor arises due to bundling. If you do not hear your name in general meetings or organizational gatherings, build an identity.
5. Recognize others' contributions: Praise others to establish that you notice a job well done, and try being a change agent in your organization's culture. If your boss is not one to dispense positive feedback, talk to your team, and create optimism among the ranks. In some organizations, people become invisible fast, hence foster norms within your team when a colleague makes a meaningful contribution, make everyone stop for a nanosecond to appreciate the effort. At the same time, sending a long extended thank you email will never be read. It diminishes the message.
6. Credit Others without being insecure: Freely credit others and teams. Make sure everyone's name goes on the final product. A true leader stands behind and reveals the rest of the fruit-bearing trees in the orchard. 
7. Connect with others: If you strike a tuning fork set to 440hz near a violin. The A string on the violin automatically resonates and vibrates. It would be best if you found the exact hertz that connects you with others. People are different. Hence adjust your frequency to be in tune with others. Before demanding kudos, try being versatile, flexible, and friendly to jive along - Kudos appear automatically. 
8. Discuss with your Supervisor: If you feel your efforts are going unacknowledged, try engaging your boss in the conversation. However, an average boss doesn't pay attention to individual needs. Unfortunately, if yours falls into that category, it is a given that you're not going to change that person, the only thing you can do is signal for dialogue on your performance. Presuming you have a great boss, you can open up but do not state directly, "I want more appreciation," you will get a canned response. Instead, create a listing of your achievements and results delivered to jog boss's memory. Provide evidence around the problem and offer a solution to solve it. Directly request more exposure if you feel pigeon-holed. 

To conclude, we need to recognize the fact that we cannot overlook the need for self-validation. Feedback is necessary to improve and also find purpose in our journey. The good news is you are in the driver's seat most of the time, and remember the journey is more fun than the destination, make it worthwhile. You need to identify, improvise, and improve as you travel. From the beginning, your trip-tick to happiness doesn't happen by accident. Philosophically - Do your duty without getting attached to the results goes a long way.

Good luck.