Is anyone advocating for you in your organization?

Recognition in the corporate world is vital. Everyone craves it. We present ourselves to get noticed by our leaders.

Imagine a senior leader approaches you, sharing their vision. They highlight the top three or four focus areas. They explain why these areas matter. You listen, ask questions, and understand their perspective. Then, you gather your team. You ask for their thoughts on opportunities, needed help, and strategies for success in these focus areas.

You and your team start brainstorming. You generate ideas that align with these focus areas. You discuss, refine, and ensure every idea fits. You prepare to present your ideas to the senior leader with your peer group.

In your meeting, you explain how your ideas align with the focus areas. You emphasize the potential impact and return on investment. Your goal is to show that your work is the best way to achieve the desired results.

But what about the rest of the company? What happens to the essential support work? The work that enables, sustains, and supports your organization.

Take an eCommerce company, for example. The focus area might be increasing traffic. Leadership discussions center around ideas to boost traffic. But what about the teams handling ordering, payments, security, fraud, developer tools, infrastructure, customer support, financial, and many more? What about the essential work they do?

This is where recognition becomes tricky. Teams directly contributing to the focus areas get noticed. Their ideas are discussed, and they receive recognition. Other teams may feel overlooked. They might hear, “We didn’t get to talk about your ideas. We ran out of time.” When do these teams get their moment in the spotlight? You will hear “everyone knows you and your team are doing a great job”. Really?

This pattern repeats in many companies. Teams influencing focus areas often get more recognition. Their names get mentioned more often. They might receive more promotions. Meanwhile, other teams and their leaders get feedback that they’re not visible enough.

Visibility and recognition go hand in hand. Someone must advocate for every team. Leaders need to ensure all team’s ideas and contributions are discussed evenly and acknowledged. Must make the time.

First, promote a culture of inclusive recognition. Make sure all teams feel valued. Encourage senior leaders to recognize support teams in meetings. Highlight the importance of their work. This simple step can boost morale and motivation.

Second, implement regular cross-functional meetings. Let every team present their contributions. This foster understanding and appreciation among teams. It also ensures all voices are heard.

Third, create a recognition program. Highlight achievements from all areas of the organization. Use newsletters, intranet posts, or town hall meetings. Celebrate successes from every corner of the company, deliberately.

Finally, encourage peer recognition. Allow employees to acknowledge each other’s efforts. This can create a positive culture of mutual respect and appreciation.

Recognition shouldn’t be limited to those directly affecting focus areas. Every team plays a crucial role in the organization’s success. By fostering a culture of inclusive recognition, you ensure everyone feels valued. This leads to higher engagement, better morale, and a more cohesive team.

So, next time you’re in a meeting, remember the support teams. Acknowledge their hard work. Advocate for their recognition. It’s a small step that can make a big difference

Thoughts? How do you address this dilemma in your organization?

Until next time, Thanks,

Amit