Relationships at Work - The Leadership Guide to Building Workplace Connections and Avoiding Blind Spots.
Relationships at Work - your leadership guide to building workplace connections and avoiding blind spots.
A relatable and honest show on leadership, organizational culture and soft skills, focusing on improving employee engagement and company culture to inspire people to apply, stay and thrive.
Because no one wants leadership that fosters toxic environments at work, nor should they.
Host, speaker and communications leader Russel Lolacher shares his experience and insights, discussing the leadership and corporate culture topics that matter with global experts help us with the success of our organizations (regardless of industry). This show will give you the information, education, strategies and tips you need to avoid leadership blind spots, better connect with all levels of our organization, and develop the necessary soft skills that are essential to every organization.
From leadership development and training to employee satisfaction to diversity, inclusivity, equity and belonging to personalization and engagement... there are so many aspects and opportunities to build great relationships at work
This is THE place to start and nurture our leadership journey and create an amazing workplace.
Relationships at Work - The Leadership Guide to Building Workplace Connections and Avoiding Blind Spots.
Spotting the Signs: How to Recognize Employees Who Feel Undervalued
In this episode of Relationships at Work, host Russel Lolacher shares key insights and observations about one of the most common challenges in the workplace—employees feeling undervalued.
We highlight the critical signs leaders should be aware of, from disengagement to burnout, and offer practical steps to address these issues. Join us as we explore how to create a culture where every team member feels appreciated and motivated to contribute to the bigger vision.
And connect with me for more great content!
Welcome back to Relationships At Work – Your guide to building workplace connections and avoiding leadership blindspots.. I’m your host Russel Lolacher
I’m a communications and leadership nerd with a couple of decades of experience and a heap of curiosity on how we can make the workplace better. If you’re a leader trying to understand and improve your impact on work culture and the employee experience, you’re in the right place.
This mini-episode is a quick and valuable bit of information to shift your mindset for the week ahead.
Inspired by our R@W Note Newsletter, I’m passing on to you…
How to Recognize Our Undervalued Employees
One of the most re-occurring topic of conversation I've had with people who are unhappy in their jobs is the feeling of being unheard, unseen and undervalued.
I know I’ve certainly felt it in my career.
A Gallup poll found that 65% of American workers felt unappreciated in their jobs. A Workhuman survey found employees of colour (49.3%) and women (48.8%) were more likely to report feeling somewhat valued than the average. Comparably found feeling unappreciated (as well as being underpaid) was the No. 1 reason people say they would quit their jobs, followed next by a lack of career advancement.
This is a problem. A BIG one.
There will be a million reasons why we as leaders don't make this effort or even have it on our radar. Hell, I created a list of 7 Deadly Sins of Leadership that prevent us from connecting with our teams and providing this recognition. But we can absolutely do better. I've shared on the podcast and in our R@W Note newsletter, some of the small gestures that can have huge positive impacts on employees.
Today, I want to highlight the warning signs we need to pay attention to that our teams are not feeling as valued as they should.
1. Decreased Engagement: Employees might show less enthusiasm for their work, participate less in meetings, or stop contributing ideas. When employees get quiet, we need to pay attention.
2. Reduced Productivity: There may be a noticeable drop in the quality and quantity of their work, as they no longer feel motivated. Why should they if they don’t feel what they do matters.
3. Increased Absenteeism: An increase in sick days or absenteeism, avoiding the workplace where they feel unappreciated. People want to go where they feel wanted.
4. Passive Compliance: Instead of taking initiative or going above and beyond, they might do the bare minimum required, showing little interest in exceeding expectations. There's your quiet quitting. And as leaders, we have a role to play in this.
5. Expressing Frustration or Negativity: Employees may express their dissatisfaction through negative comments, complaining about work or management, or showing frustration with their tasks. Feeling undervalued builds up over time, and will cause staff to lash out.
6. Seeking External Validation: They might start looking for recognition outside of work, such as increased involvement in hobbies or seeking appreciation from other social groups. Well, if they can’t get it at work, why wouldn’t they?
7. Frequent Job Searching: How often are your teams in fancy clothes? Or have extended “doctor appointments.” They may be updating their resumes, increasing their job searching, attending job interviews. Planning their escape.
8. Decline in Professional Development: They might show less interest in professional development opportunities, training sessions, or advancing their skills, feeling that their efforts won’t be recognized.
9. Visible Stress or Burnout: Signs of stress or burnout, such as irritability, fatigue, or emotional exhaustion, can become more apparent when employees feel undervalued and unappreciated. When staff are burnout, it’s even worse when they feel like it doesn’t matter. They’re burning out for what?
Pay attention. Watch for changes in behaviour. Have regular one-on-one conversations. Conduct regular surveys and exit interviews and pay attention to the results.
Get involved. Feeling undervalued is a poison. And based on those stats I shared, it’s being administered far too often.
We have an opportunity to ensure our people feel wanted, valued and a part of a vision. But if we're blind to their experience, we're a part of the problem.
