Invisibility at Work
The desire to be invisible runs through my mind anytime I’m in a crowded, chaotic setting. I think of how nice it would be to simply blend into the background and remove myself from the madness. Feeling invisible at work, however, is a totally different beast and one I’ve heard from a few clients in the past few months.
They tell me their ideas aren’t considered. They receive the dreaded email reply with just one letter—“k”. Their colleagues don’t include them. They offer to train a new team member or communicate with a disgruntled client but are ignored. They say over and over again, “I feel invisible, and my contributions don’t matter.”
The coaching I offer these clients focuses, of course, on what they can control rather than on how they may want to control others’ words and actions. And then, following each coaching conversation, my brain takes me to the leaders of these clients, and I wonder what they’re doing to help their team members feel valued, recognized, and visible.
8 Tips for Leaders to Prevent Team Member Invisibility
In my work as a leadership & executive coach, I encourage my clients to consider the potential gains that could be made if the following actionable steps were part of their daily practices:
Give your undivided attention. Team members want to offer valuable input. They want to feel like their contributions matter. If it’s not a good time for you to talk, be honest and set up a more convenient time. Then when that time comes, remove all distractions to create an environment where your team member feels comfortable sharing his/her thoughts. This may include turning off your computer monitor, silencing your phone, shutting your office door, or changing the environment completely by taking a walk together. These practices show respect for your team member which only enhances his/her sense of being valued.
Share regular feedback. I talked with a friend recently who told me, after 37 years of marriage, her husband still gives her feedback after every meal she cooks. She acknowledged every meal doesn’t earn an A+, but she’s come to expect—and look forward to—his honest reviews. (It also warmed my heart to hear they laugh about the duds the same way my husband and I do.) From a workplace perspective, offering both positive and constructive feedback demonstrates attentiveness to individual contributions. It also helps team members understand where they’re excelling and where they can improve which empowers them to grow within the organization.
Create opportunities for everyone to contribute. Leaders who assign tasks based on strengths help team members feel visible and integral to the group. This goes hand-in-hand with fostering collaboration where each person’s skills are utilized effectively. It’s important, especially with a quieter team member, to invite him/her to share ideas and thoughts regularly. By offering space for everyone to contribute, leaders help prevent feelings of invisibility and increase feelings of confidence and belonging.
Encourage peer recognition. While recognition from leadership is crucial, peer recognition can be equally meaningful. Leaders can foster a culture of appreciation by encouraging team members to recognize and celebrate each other’s achievements. This can be as simple as creating a forum for shout-outs or implementing a peer recognition segment in meetings. When team members feel recognized and appreciated by their peers, it creates a more supportive, inclusive environment. And leaders set the tone by modeling this behavior when they actively praise team members in front of others.
Be transparent in decision-making. Leaders often have to make decisions that affect their teams. However, when these decisions are made without input or transparency, it can leave team members feeling invisible and undervalued. Involve your team in discussions whenever possible especially when the decisions made directly impact their work. Even when you have to make executive decisions without full team input, being transparent about the process and reasoning behind the decision is essential. This openness not only helps team members feel informed but also reinforces their importance in the larger organizational context.
Develop personal connections. One of the most effective ways to make team members feel seen is by building personal connections with them. Take the time to get to know each team member beyond their role within the organization. Showing interest in their career goals, challenges, and personal interests can go a long way in creating a sense of belonging. The ‘how’ behind developing these personal connections is up to you and can happen through one-on-one meetings, informal chats, or simply showing empathy in difficult situations. When leaders demonstrate that they care about their team members as individuals, loyalty and engagement increase.
Empower your team. Feeling invisible often stems from a lack of autonomy or decision-making power. You can counter this by empowering your team members to take ownership of their work. Providing autonomy and trusting team members to make decisions shows that their input is valuable and essential. Encourage team members to step into leadership roles for certain projects or initiatives. Not only does this build confidence, but it also reinforces the idea that each team member has a unique and important contribution to make.
Offer growth and development opportunities. Team members who feel stuck in their roles may begin to feel invisible or overlooked. To combat this, prioritize your team’s professional development. Offering opportunities for learning, growth, and advancement within the company ensures that individuals see a future for themselves. It’s also important to initiate conversations about career paths, offer mentorship, or provide access to training and development programs. When team members see that their growth is valued, they are more likely to feel visible and engaged.
Visibility for All
Aside from my wish for an invisibility cloak in chaotic settings, no one wants to feel invisible, especially in a work environment where collaboration and recognition are key. Leaders who actively work to ensure that their team members feel seen, heard, and appreciated foster a culture of trust, engagement, and success. After all, a team is only as strong as its members, and every member deserves to feel visible.
