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Workplace Trauma Month: Denied Recognition


Denied Recognition at Work

"People are our number 1 asset". How many of us heard this recently? But the reality shows different facts.


In the realm of the workplace, few things sting as sharply as being denied recognition for one's efforts, especially when it comes to deserved salary raises. Yet, when a manager refuses to acknowledge an individual's contributions and instead delivers the crushing blow of "not good enough," the consequences can be profoundly destructive on multiple levels.


The psychological toll cannot be underestimated. Such a rejection undermines an individual's sense of self-worth and can lead to feelings of inadequacy and demotivation. It's akin to being mentally fenced off from the abundance of opportunities that should rightfully be theirs. This type of rejection can chip away at an individual's confidence, leaving them feeling disheartened and disengaged.


The impact transcends the individual, affecting team dynamics and overall company culture. When people witness a colleague being denied recognition, being undervalued and dismissed, it fosters an atmosphere of distrust and resentment. Morale takes a hit, productivity wanes, and the ripple effects can be felt throughout the organization.


Solutions? Here some of my suggestions:

  1. Start thinking of people and leave the resources for non human assets. Rename your Human Resources department into Human Resourcefulness. Start shifting mindsets to be authentically people oriented. Yes, the complexity of work will increase but so will the results/benefits that you will reap.

  2. "Meten is Weten" is a well known Dutch expression that says "to measure is to know". Establish clear and transparent criteria for evaluating employee performance. Objectively measurable metrics should form the basis of these assessments, ensuring that decisions regarding raises and promotions are based on merit rather than subjective biases. Employees should have a comprehensive understanding of how their performance is being evaluated, fostering a sense of fairness and accountability.

  3. Setup an easy side process for appeals. Make it easy for people to express their concerns or objections. Use third party companies for this process, therefore eliminate the internal politics. Give it the right priority. Such conflicts should be solved relatively quick so that you can restore the status quo.


Do you feel your abundance is stifled at work? Use this article to demand all of the above, Explain to them that only through the recognition and appreciation of individual contributions organisations can thrive and succeed collectively.


Stay tuned for our next Workplace Trauma Month articles! We look forward to hearing your opinion. Did we miss anything?

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