Significance In The Workplace
Years ago, I was a grief expert at a hospice, and in that role, I did a special project to teach media people how to most respectfully handle stories and interviews that involved grief and trauma, such as accidents, fires, murders, etc., basically any situation that included the death of someone.
I researched for months and created a program for television, radio, and newspaper employees to attend to support them in these situations. What photos are respectful? What do you say to survivors? What tips could they offer in their programming to help their audiences navigate grief and trauma more effectively?
The program was successful, and much to my surprise, was selected for a National Hospice Award later that year. I was very excited about this and wanted to go to Washington, D.C. to accept the award.
The executive director didn’t think that mattered. We could just receive the award in the mail.
Nevertheless, my husband and I decided we would fund the trip so I could receive the award in person and turn it into an extended weekend vacation in D.C. and enjoy some of the sites.
I let my executive director know.
Next thing I knew, she was offering me a plane ticket for the trip and told me how proud she was of the project and the recognition our hospice would receive because of it.
It only cost the agency a couple hundred dollars for that plane ticket, but that, along with her personal acknowledgment made a tremendous difference in how I felt working there. Suddenly, instead of feeling overlooked, I felt seen and that my work truly mattered.
Employees want this more than almost anything according to Gallop. They want their work to be recognized, to have real connections at work, and to feel the leadership truly cares about them.
My executive director explained to me that if she had won one of those awards, attending the ceremony wouldn’t have been important to her. When she realized how important it was to me, then she did what she could to be supportive in a tangible way.
Your relationships with your team is one of the most critical factors in keeping morale high and turnover low. Research indicates when you make an effort to know and understand your employees on a more personal level and respond to who they are as people, you are more likely to earn their loyalty.
Feeling seen, heard, and acknowledged for their contributions, helps them feel significant. People want to belong and know that it matters that they show up every day. As a leader, you set the tone for this.
What can you do to make your team member’s significance a priority?
I stayed at that hospice for nearly ten years and gave them my very best.
Isn’t that what we all want?
