Are you constantly putting out fires at work without any appreciation? You stay late when asked. Raise your hand to help when needed. While you do not do these things for recognition, an occasional “Thank You” or some level of acknowledgment will help you to feel appreciated – like what you do matters. Following are three tips to help you be seen by management.
Understanding They Are Human. There is no excuse to not give thanks or tell someone they are appreciated. However, managers are human, just like their employees. There are times when a manager has an employee (or team) who is self-managed, picks up the additional slack without being asked, and may even remind the manager of things he or she needs to do. While I can guarantee you the manager appreciates your efforts, it means nothing if they do not tell you. No true leader will deny your efforts on purpose. So, consider the situation and what is currently happening in the company. Is the organization currently going through a significant change? Is your manager in more meetings than usual? Does your manager seem to be running from place to place and is not as available or focused as they normally are? There may be some additional responsibilities put on your manager’s plate that they may not be able to discuss with the team. The manager may be so focused on other priorities that they have unfortunately allowed some things – like showing appreciation to the employees – to fall through the cracks. It is acceptable to ask them if everything is okay. You can even tell them the differences you have noticed in their behavior. They may be able to share with you what is going on or may just thank you for noticing. This simple conversation can also make them pause for a moment and tell you how they would not be able to get through the current change without you or your team’s help. And if you cannot get them to have that simple conversation, send an IM. Just let them know you are checking on them as opposed to judging them. I guarantee you it will be welcomed.
Address Your Concerns. Ask for a few minutes for a quick chat. Or schedule some time on your manager’s calendar. Let them know how you are feeling. Highlight some of the things you have done above and beyond your normal duties and how they were not acknowledged or did not seem to be appreciated. You can also make this statement if you are successfully performing your day-to-day tasks with no recognition. The purpose of this conversation is not to point blame or tell your manager what you think they should be doing. The purpose of this conversation is to let your manager know your concerns. The purpose is to make sure they understand what you need from them as a manager and ask them to confirm you are doing what is expected of your position. Expect a different conversation to happen if you are not receiving recognition because you are not fulfilling the duties of your position.
Do What You Can to Help. Ask your manager if they need help. Let them know you see their current struggle and if there is anything you or the team can do to help. Your manager may not be able to use your help, but asking will help the manager understand they are seen. Unfortunately, the manager could be going through the same with their manager and in their own concerns to the point where they need to be reminded, they have a team. They have help. You can make this an opportunity for a spot bonus or some additional benefits. Ask the manager if there is an additional project you or the team can take on for a possible ½ day of PTO in the future or a spot bonus. There is nothing wrong with asking for compensation – monetary or non- - for services performed.
The Transform Tuesdays newsletter was created to help professionals in corporate positions navigate this world of corporate America by overcoming the hurdles hindering them from growing to the next level in their careers, including knowing their value, using their voice, and being authentic to themselves.
Sherrika Sanders was an accountant by trade for over 15 years. During her years as an accountant, Sherrika progressed through various roles from Revenue Accountant to Corporate Controller. She worked to develop consolidated business processes, post-acquisition financial integration, and Fresh Start Accounting upon emergence from Chapter 11 within seven months of initial filing during her time as an Assistant Controller. Sherrika resigned from her role as Corporate Controller to take a leap of faith and start her own company, Transform the GAAP (Goals Assigned Achieving Purpose), where she specializes in helping employees on the accounting teams of Private and PE-backed organizations increase their productivity by identifying errors and inefficiencies in their current processes to meet organizational deadlines and professional goals. If you are seeking 1:1 or group coaching sessions, click on the following link for a complimentary consultation where you and I can discuss how we can together to help you Become the Best YOU in Business. This is a judgment-free zone where we are both contributors working towards a common goal. Visit https://www.transformthegaap.com/ to learn more.
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