"You show up, do your job, and contribute in quiet ways. And still you wonder if anyone notices. You start editing yourself in meetings. Ideas that once came easily now stay buried. You pull back, bit by bit, until one day you realize you've stopped trying to be heard at all. In the research for our book, Meaningful Work, we found that one of the most powerful human needs at work is to feel seen. Recognition, belonging, and growth all begin there."
"Social neuroscience reveals that social exclusion triggers the same brain regions as physical pain. Being ignored changes how people think, feel, and perform. In organizations, invisibility drains engagement. But the good news is that this is preventable. Our studies with leaders across industries clearly show that in the most meaningful workplaces, people feel seen. Leaders accomplish this through everyday practices that make others feel known, valued, and believed in."
"These practices align with what we call the Three C's of Meaningful Work: Community, Contribution, and Challenge. Each offers a distinct way of helping people feel seen. Community: Seeing the Whole Person Authentic engagement is the foundation of community. Leaders who create belonging do more than acknowledge a role-they recognize a person. They welcome the parts of people that usually stay hidden, like their values, humor, culture, family, and even vulnerability."
Feeling invisible at work erodes both meaning and motivation and can lead to disengagement and burnout. Social neuroscience shows social exclusion activates brain regions associated with physical pain, changing how people think, feel, and perform. Invisibility drains engagement but is preventable when leaders make people feel known, valued, and believed in. Everyday leadership practices that deliver authentic engagement, positive feedback, and meaningful challenges restore visibility. The Three C's—Community, Contribution, and Challenge—provide concrete pathways to make people feel seen. Community involves recognizing whole persons and welcoming identities, which deepens conversations and participation.
Read at Psychology Today
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