“I feel like my work is not valued.” “No matter how hard I try, it’s not enough.” “The feeling is that they don’t take care of me.” “The demand is enormous.” “I feel invisible.” “The feedback is terrible.” All sensations that we ever experienced in the Laboral life.
The recognition in job It is one of the fundamental components for the psycho-emotional well-being, motivation and performance of people in their career. However, many organizations still focus on a transactional view of the issue, based on rewards and prizes, without considering the profound impact it has. genuine and authentic recognition by leaders, connecting with the purpose of each person and the organization.
From my psycho-emotional perspective, in these 15 years of working with the Tarasiewicz Method to work and live better, I understood that recognition It goes beyond saying “well done or poorly done”, It is an act of humanity compared to what the other puts into the task, a validation, recognizing their effort, skills and above all their own work identity, which in turn is linked to previous experiences of both life and work. Furthermore, recognition is linked to the level of self-recognition that each person has with themselves and how much of that internal recognition is reflected outwards, which can weaken and make vulnerable the “I” in every scene where it takes place.
Something common among my patients is that if they do not resolve their relationship with internal recognition, whether personal or family or from other previous jobs They can transfer this problem to the current job and symptomatize there more strongly. If we add to this leadership or organizational culture with poor management, negative consequences can be generated. majors that disconnect people from their purposes and from their match with the organization.
Likewise, a negative and toxic work environment can have several harmful effects such as demotivating and generating dissatisfaction, contributing to the deterioration of psycho-emotional well-being. This, in turn, can lead to a decrease in productivity, creativity and innovation, as well as a drop in the quality of work. Additionally, it can result in increased employee turnover and absenteeism, leading to talent turnover and valuable losses to the organization.
The importance of connected leadership to avoid workplace suffering
Leadership plays a critical role in managing recognition at work. A leader who recognizes and values the effort and achievements of his teams contributes to increasing well-being, health and generating a positive impact on the work identity of his teams. On the other hand, leadership that focuses with emphasis on performance evaluation and highlighting the negative, as well as on the belief that extra benefits are the solution, can generate a toxic environment that affects people’s psycho-emotional health. in his work.
If what does not go well is always highlighted and the employee feels that he is constantly taking an exam, the consequence will be labor suffering, which can also occur for the following reasons: problems with feedback, absence of growth opportunities, feeling that the work is not interesting, assignment of monotonous or repetitive tasks, lack of participation in important decisions and the perception that achievements and efforts are not valued, among others.
This work suffering will manifest itself, for example, through stress, anxiety, depression and burnout, combined in many cases with physical symptoms such as headaches, fatigue and digestive problems, among many others, which negatively affect the quality of life and health. general well-being.
How to manage recognition genuinely
Unlike moving in a toxic environment, feeling valued and appreciated at work through genuine and authentic recognition has a profound impact: it generates positive feelings such as joy and gratitude, thus contributing to balanced emotional well-being. In addition, it strengthens the sense of personal worth and increases commitment and loyalty towards the organization.
Recognition also encourages transparent communication, increases job satisfaction, motivates, improves performance, encourages innovation and promotes a collaborative and positive work environment. Likewise, it raises the potential for personal and professional development of teams, generating a greater sense of belonging, inclusion and helping them connect their personal purposes with those of the organization. This, in turn, raises the positioning of the employer brand and helps attract new talent.
Here are some key points that we highlight from the consultancy Work Better for manage recognition. It is important understand the terms in depth, their impact and the psycho-emotional responsibility they entail and not apply them “from the manual”.
- Achieve more human, authentic and deeper ties between leaders and their teams
- Leaders need to work on their own personal and work history as well as on emotional management to understand recognition as a human act and the impact that their feedback has on the psyche, emotions and performance of those they lead.
- Encourage transparent communication, compassion and humility
- Connect recognition with purpose matching
- Personalize genuine recognition and celebrate achievements not superficially or with armed speeches
- Make recognition a regular and ongoing practice
- Cultivate a culture of constructive, spontaneous and transformative feedback for both parties that leaves a positive mark on the relationship.
Offer opportunities for growth and development, promoting psycho-emotional health and enhancing the profile
Work psychologist and Director @trabaja.mejor.
Source: Ambito
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