Devan Moonsamy 

An undervalued employee can be the reason for a disconnect in the team at work. When an employee feels they are not being valued, their passion for their work disintegrates. This contributes to the level of productivity in that department and it results in a lack of creativity from set employee.

Remember though that being undervalued should not be confused with low or poor performance. If you have not met the objectives outlined in your scorecard, then your employer has every right to address these concerns and to take further corrective action against you.

If you a star performer and consistently meet your objectives and deliver on your key performance duties BUT still feel undervalued, then this is a concern.

If you are feeling undervalued at work, this might be the right time to ask yourself what is the meaning of value for you? Being made to feel valuable means different things to different people. For some being commended on their work regularly is a sign of value from their organisation. For another, when they are offered promotions and opportunities for growth, that feels like a value-based contribution from their organisation. 

There are many signs that might indicate that you are being undervalued at your job. Sometimes they are not obvious and as a result this can impact your mental health wellness. Being undervalued isn’t something that stands out immediately. They might be slow and subtle indications that is what is taking place.  

Some of the common signs or being undervalued and how to address them: 

  • One of the earliest signs of undervalue is when your point or opinion doesn’t seem to be taken seriously. This means that when you are in a meeting you might be made to feel like your opinion doesn’t matter. It slowly becomes a regular thing when your thoughts seem to get passed off. Perhaps what you said might not be taken seriously. This is a clear sign that you are being undervalued. If you have observed that your ideas are being dismissed far too often in meetings try to address the way in which you present them. Perhaps you need to restructure the way you are presenting. You could relook at the message and ensure it is being projected clearly and easy for people to understand. Ask your colleagues and manager follow up questions based on your suggestion to see what the problem is with the idea you presented. 
  • When work is being dished out on new projects and you are getting the tail end of activities or even activities that are not as glamourous, then this is a big sign that you are being undervalued. When work is given around a task that can result in a promotion or even recognition, look at what chunk is being given to you. If it is the admin and the responsibilities that are requiring the most work with little recognition, then it’s time to speak up. It doesn’t mean you need to throw a tantrum to get your point across, instead of being stuck with these tasks, try to align your responsibilities with the ones for the new project which could lead to recognition and a promotion. You could also ask for more responsibilities in the project that would be fitting to your skillset. Showing this commitment might break the perception from others around you and help make the time you spend on the project worth it. 
  • Another huge sign of being undervalued is when you are being micromanaged. This basically implies that there isn’t enough trust in you to be able to carry out tasks or responsibilities on your own. Things like a manager checking in regularly on your progress to ensure you are working, picking on the time you clock in and out – these are all indicators that you are not being valued and trusted enough to work independently. The best way out of this would be to talk to your boss to start managing and not monitoring. Suggest this to your boss. Look at creative ways that you could report to them. Try suggesting a daily update instead of an hourly one. Communicate with them around your feelings and this might be the solution to dealing with the micromanagement. 
  • The amount you are being paid has a huge impact on how you are being valued for your contributions. If you have not been up for a conversation around an increase in a while, then this is a sign that you are being undervalued. Try to initiate this conversation with your superior. Having a conversation around salary increase and the need to be remunerated can be a great way to reaffirm your value in the organisation. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com