Tip 1: Tell, but also show. This means when you say you are going to do something — whether it’s advocating for an employee in public or behind closed doors — you do it.
are more likely to report better physical and mental health, as well as higher levels of engagement, satisfaction and motivation, compared to those who don’t.The popular answer to this question is often a combination of empathy, compassion, acknowledgement, and recognition. While this advice is not wrong, different approaches may resonate better with different people, as the actual feeling of being valued is very personal.
As an example, consider this scenario: Neha is a new manager with two people on her team, Jeff and Ellen. When Neha took on her new role, she met with both team members individually and asked them about their goals, motivations, and challenges. She learned that Ellen wants to become a manager while Jeff has no interest in a management position.
Through your conversation, you may learn that this skill is critical to their current role, or you may help them discover that different skills may better support their goals. By actively engaging with your report and participating in their problem-solving, you’ll be supporting their growth and development — one of the many ways to show them they are valued.
In their one-on-ones, her manager acknowledged her frustrations and said he would “put a stop to it.” But he never did. She quit. She told me that if her manager had taken action rather than ignored the bad behavior of the team, and if he hadn’t limited his recognition of her value to the team to their private meetings, she would have stayed.
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