The power of being seen at work

[WORLD] In today’s fast-paced business world, it’s easy for employees to feel like just another cog in the machine. But research—and real-world experience—shows that when leaders make people feel seen and valued, everything changes. In this guide, we’ll break down why recognition matters, how leaders can foster it, and what it means for organizations aiming to thrive.

What Does It Mean to “Feel Seen” at Work?

Feeling seen is more than just being noticed—it’s about being acknowledged as a unique individual with contributions that matter. Imagine a bustling airport: the cleaning crew works tirelessly, often in the background. When a leader stops to thank them by name or asks about their day, it’s like shining a spotlight on their efforts. That moment of recognition can turn a routine job into a meaningful experience.

Definition:

Feeling seen: The experience of being acknowledged, valued, and recognized as an individual within a group or organization.

Analogy: The Orchestra

Think of a workplace as an orchestra. Every musician—no matter how quiet their instrument—plays a vital role in the symphony. If the conductor only acknowledges the soloists, the rest of the orchestra may lose motivation. But when every member is recognized, the music soars.

Research consistently shows a strong link between feeling recognized and workplace performance. According to Gallup, employees who receive regular recognition are:

More engaged: Up to 4x more likely to be actively engaged at work.

More productive: Deliver higher quality work and innovate more often.

Less likely to leave: Show significantly lower turnover rates.

Example: The Airline Cleaning Crew

Leadership expert Zach Mercurio’s experience with an airline’s cleaning crew illustrates this perfectly. When leaders took time to acknowledge the crew’s hard work, morale and performance soared. Employees felt like valued team members, not invisible workers.

Practical Steps for Leaders: Making People Feel Seen

You don’t need grand gestures to make a difference. Here’s how leaders at any level can help their team members feel recognized and valued:

1. Personalized Recognition

Learn names: Address team members by name in meetings and conversations.

Acknowledge unique contributions: Highlight specific achievements, not just generic praise.

2. Active Listening

Engage fully: Put away distractions and listen when someone speaks.

Ask follow-up questions: Show genuine curiosity about their ideas and experiences.

3. Consistent Feedback

Balance praise and guidance: Celebrate wins and offer constructive suggestions.

Make feedback timely: Don’t wait for annual reviews—recognize efforts in the moment.

4. Inclusive Practices

Invite diverse voices: Encourage input from all team members, not just the loudest.

Share the spotlight: Rotate opportunities for leadership and recognition.

Example: The “Shout-Out Board”

Some companies use a digital or physical “shout-out board” where employees can publicly recognize each other’s efforts. This simple tool can spark a culture of appreciation across all levels.

The Ripple Effect: Why Recognition Fuels Success

Recognition isn’t just about making individuals feel good—it has a powerful ripple effect across teams and organizations.

Collaboration and Innovation

When people feel seen, they’re more likely to:

Share ideas: Confidence grows when contributions are valued.

Support colleagues: Recognition fosters trust and teamwork.

Take initiative: Employees are empowered to go above and beyond.

Organizational Performance

Companies with high-recognition cultures report:

• Stronger financial results
• Lower absenteeism
• Greater customer satisfaction

Analogy:

Recognition is like water for plants. Without it, growth stalls. With regular nourishment, teams blossom and organizations thrive.

FAQs & Myth-Busting

Q: Isn’t recognition just about giving out awards or bonuses?

A: Not at all! While rewards can help, genuine recognition is about everyday acknowledgment—simple thank-yous, listening, and celebrating small wins.

Q: Won’t too much recognition make it meaningless?

A: Only if it’s generic or insincere. Specific, heartfelt recognition never loses its impact.

Q: What if I’m not a “people person”?

A: You don’t need to be extroverted to make people feel seen. Small, authentic gestures—like remembering a detail from a previous conversation—go a long way.

Q: Does this really matter in remote or hybrid teams?

A: Absolutely. In virtual settings, intentional recognition is even more important to combat feelings of isolation and invisibility.

Why This Matters

In a world where business often feels impersonal, the simple act of making someone feel seen is a powerful differentiator. It’s not just about boosting morale—it’s about unlocking the full potential of every individual, team, and organization. As workplaces become more complex and diverse, leaders who master the art of recognition will be the ones who build resilient, high-performing cultures. At Open Privilege, we believe that understanding—and practicing—the human side of leadership isn’t a “nice-to-have.” It’s the secret ingredient for sustainable success in any field.