How can leaders ensure that every team member feels valued, regardless of the project's visibility?
Have you ever felt overlooked at work — like your efforts weren’t acknowledged because you weren’t assigned to a high-profile project? Or as a leader, have you ever noticed that some team members may feel less valued compared to others working on ‘shinier’ tasks?
This week’s Fit to Lead addresses a common leadership challenge: balancing attention among team members so everyone feels seen and appreciated, regardless of the project they're working on. Leaders must be intentional about how they show up for every member of their team, while employees should take ownership of advocating for their own development.
Why This Matters
Leaders often focus their attention on the most visible projects or the employees involved in critical tasks. This can inadvertently cause other team members to feel neglected or less valued. It’s not always intentional, but the effects are real: lower morale, reduced motivation, and a sense of being overlooked.
When team members feel valued, their engagement and productivity increase, positively affecting team dynamics and results. Fit to Lead leaders who balance their attention foster a healthier, more resilient team culture.
For Leaders:
Making time for one-on-one meetings should be non-negotiable.
Quick check-ins matter — even a few minutes of undivided attention can make a difference.
Acknowledging small wins and consistent efforts can keep motivation high.
For Employees: Reflect on these questions:
How do you know if your work is truly valued where you are? What signs are you noticing?
In what ways have you raised your concerns about being overlooked?
What actions are you taking to advocate for yourself in your current role?
How clearly have you expressed your needs to your manager?
What timeline have you set to assess whether things are improving?
Decisiveness — one of the key CAPDA skills — plays a crucial role here. Both leaders and employees must make clear, intentional decisions to improve communication and connection. Don’t just hope things will change — take action to make it happen.
Common Challenges
Leaders sometimes miss establishing a clear connection between the work assigned to their employees and the goals of the organization. If this connection is not made, some tasks may seem insignificant or less important. However, when every assignment is clearly tied to a bigger goal, everyone understands the value they bring.
Other common challenges include:
Time Constraints: Leaders struggle to fit in every 1:1 or development conversation.
Bias Toward High-Profile Projects: Unintentionally giving more attention to the most visible work.
Assumption of Autonomy: Believing team members are fine without direct engagement.
Lack of Proactivity from Employees: Waiting for leaders to notice their efforts instead of speaking up.
Employees must also recognize their role in this dynamic. Claiming the connection between their work and the organization's goals is essential. If you don’t see the value in your tasks, ask for clarity — don’t let your work feel insignificant.
Try This Instead
Leaders: Schedule non-negotiable 1:1s and honor them. Use informal check-ins to stay connected. Acknowledge progress — not just final outcomes. Share your reasoning behind prioritization decisions to increase transparency.
Employees: Be jealous of your own development. Leaving it to chance or when there’s time means you’re not prioritizing yourself. If you’re not motivated by your current work, ask yourself: What type of work would truly ignite your passion and drive you to invest in your own growth non-stop? It may be time to reassess your path and make intentional choices about your career development.
How are you making sure that your development is a priority? Are you actively creating opportunities for growth, or waiting for them to come to you?
By making small adjustments, both leaders and employees can build stronger connections, fostering a culture where everyone feels Fit to Lead.