So you’re feeling under-appreciated, frustrated and disengaged. Now, whilst your manager is responsible for helping to create the right working environment for you, we all have to take responsibility for our own work happiness.
Your boss is not a mind reader. They weren’t given a crystal ball when they got promoted. If there are certain things that are important to you to help you feel engaged and be at your best, you’ve got to tell them. For example, if regular feedback and recognition is important to you, then explain this. For some people there is a massive difference between “thank you” and “great job, this section is particularly useful”. Perhaps you are looking for more autonomy so discuss how you can give them updates, rather than have them checking up on you. Maybe having an understanding of the broader company strategy and how that will impact your role is essential for you to better understand your purpose and feel engaged.
The responsibility is on you for choosing which are the most essential to you and the issues that are currently having the biggest impact on your energy. Presenting a fantastical list of demands doesn’t help anybody. But if you have genuine requests for specific support from your manager then at least tell them. It may be that there are requests they have of you but, you can agree on a middle ground. Moaning about your manager without giving them the chance to help just adds to your negative mood and exacerbates the issue.
This stuff sounds simple but we get into habits and with so many pressures and heavy workloads, this personal reflection can get pushed down the to do list. Being able to identify these key deal breakers and motivators needs you to be self-aware and to take the time to focus on what really is important. This may be very different to some of your friends or colleagues, but we are all individual and have our own preferences.
If you have completed an Insights Discovery © profile, then dig it out and go through it, identifying the most important elements to you. It is a great idea to share your profile with your line manager, or at least the sections you are most comfortable sharing. It still doesn’t give your boss telepathic abilities but it is certainly a big step in the right direction.
If you do manage people, when was the last time you thought about adapting your style for each member of your team? When did you last ask them what they need from you to be at their best? Creating an environment where your team feel able to express their concerns and wants will help you build a far more engaged and ultimately more productive team. Everyone wins.
