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 * Workplace
 * 4 min read


“MATTERING” AT WORK IS A KEY TO EMPLOYEE RETENTION

Getting ignored at work is one of the alarming reasons that your employees are
disengaged, feel burnout, and anxious, and look out for other jobs. There is
nothing worse than feeling unseen and unheard in the workplace. Feeling
unappreciated and undervalued at work deeply impacts an individual’s psyche,
depletes motivation, and eventually casts a shadow on their overall well-being
and job satisfaction. Here is why mattering at work matters and how you can
create a culture of mattering.

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 * Anushree Sharma ,
 * ETHRME

 * Updated On Jul 25, 2023 at 09:33 AM IST
   

Read by: 591 Industry Professionals
Read by 591 Industry Professionals
Getting ignored at work is one of the alarming reasons that your employees are
disengaged, feel burnout, and anxious, and look out for other jobs. There is
nothing worse than feeling unseen and unheard in the workplace. Feeling
unappreciated and undervalued at work deeply impacts an individual’s psyche,
depletes motivation, and eventually casts a shadow on their overall well-being
and job satisfaction. Here is why mattering at work matters and how you can
create a culture of mattering.There will be times when your mind is passed with
thoughts like Do I matter at work?” There is nothing worse than feeling unseen
and unheard in the workplace. Feeling unappreciated and undervalued at work
deeply impacts an individual’s psyche, deplete motivation, and eventually casts
a shadow on their overall well-being and job satisfaction.


Advt


According to a global research, 83% of employees feel they are not heard ‘fairly
or equally’ while just under half (46%) believe underrepresented voices are not
effectively listened to. A further 60% believe their views and opinions are
ignored in the workplace. Another research highlights that 65% of entry-level
executives and 70% of senior executives reported feeling that ‘no one really
knows them well. Similar research conducted across Brazil, China, Germany, the
UK, and the US imply that 82% of respondents have felt lonely at work. Nearly
half of those polled (49% ) experience loneliness more now.



Getting ignored at work is one of the alarming reasons that your employees are
disengaged, feel burnout, and anxious, and look out for other jobs. In fact,
Abraham Maslow acknowledged it in his “Hierarchy of needs pyramid”. As we all
know that self-actualisation is at the top of the model. However, Maslow, just
before his death, amended the model to include “self-transcendence,” or having a
sense of meaning in what you do. When we feel that our work has meaning and that
what we do matters, we are filling a higher purpose.

So how do we fix it?

Organisations need to take a critical, measured look at mattering, which is
linked to lower stress, less worry and bolstered belonging.


Advt


What is mattering?

Mattering is the belief that we are a significant part of the world around us
where we are heard, valued, and appreciated.
Psychologists and sociologists find that mattering arises from two primary
experiences: feeling valued by those around us, and adding value to those around
us.

The key components of mattering

In 2022, the Office of the US Surgeon General put forward a report highlighting
the importance of mattering through a framework of health and well‑being. This
framework is centred on the worker’s voice and equity and has five pillars,
protection from harm, the opportunity for growth, connection and community,
work-life harmony and mattering at work.
As per the report, knowing you matter has been shown to lower stress, while
feeling like you do not can raise the risk for depression.

Mattering can be further divided into two human needs:


 * Dignity is the sense of being respected and valued.
 * Meaning in the workplace can refer to the sense of broader purpose and
   significance of one’s work.


How can organisations deliver mattering at work?

Offer right and justified salary
Work and income are critical social determinants of health and well-being.
Financial stress and money worries have a severe impact on mental health.
Organisations must ensure that all employees are paid an equitable, stable, and
predictable salary exclusive of overtime, tips and commission and that these
salaries should increase as worker skills increase.
Employees should also have access to benefits to protect their health, such as
mental health support, retirement plans, workers’ compensation, financial and
legal services, and caregiving support.

Offer a culture where employees are heard and included
Organisations should engage and empower their workforce by offering a culture
where people are open to sharing their views and are heard. Involve them in the
goal-setting process, and share with them about the company plans and decisions
to improve the level of commitment and enthusiasm that they can bring to the
workplace.
Measure the sentiments and well-being of your people through surveys and other
tools to keep a check on employees' level of engagement and take corrective
measures.

Recognise and appreciate their contributions
A culture of gratitude and recognition works wonders for employees’ well-being
and engagement. Offer specific, personalised recognition and show gratitude.
Some people want external recognition. Others will be motivated by company or
department-wide acknowledgement. Others may crave more frequent 1:1 recognition
of their efforts.

Connect people with larger organisational mission
Meaning is one of the key components of mattering. Contributing to a meaningful
goal improves self-transcendence and hence, people are more likely to feel
valued and belong at work. Organisations can help employees identify the link
between their day-to-day work and the organisational purpose and mission.
Leaders can also reinforce these connections by supporting the different roles
of individuals, teams, and departments in achieving organisational goals.


Mattering is not only good for employee well-being, it is also good for a
company’s bottom line. Employee turnover is costly and in a study published in
the Journal of Positive Psychology, when employees feel like they matter to
their organization, they are more satisfied with their jobs and life, more
likely to occupy leadership positions, more likely to be rewarded and promoted
and less likely to quit.

   
 * By Anushree Sharma ,
 * ETHRME

   
 * Published On Jul 25, 2023 at 09:33 AM IST
   


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