Mattering at Work: Why It’s Essential for Mental Health and Well-Being

Imagine waking up each morning excited to go to work because you know your presence is valued and your contributions make a real difference. Now, contrast that with the feeling of dragging yourself to the office, believing that your efforts go unnoticed and your role is insignificant. When we matter, we feel energised, motivated, and connected to our work and colleagues. We thrive on recognition and the knowledge that our actions positively impact those around us. On the other hand, when we don't matter, every day feels like a struggle, leading to disengagement, stress, and a profound sense of isolation. This stark contrast underscores the importance of mattering at work—a fundamental human need that drives our motivation and well-being. In fact the U.S. Surgeon General has named "mattering at work" a priority for improving mental health. This move highlights a critical aspect of well-being: feeling significant and valued in the workplace.

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Understanding Mattering

Mattering is the belief that we are significant to those around us. It’s about feeling seen, valued, and necessary in our various roles, particularly in the workplace. Mattering arises from two primary experiences:

1. Feeling Valued by Others

2. Adding Value to Others

Feeling Valued by Others

When we feel valued, we perceive those around us appreciate our presence and contributions. This feeling stems from receiving recognition, attention, and respect. When colleagues and leaders acknowledge our efforts, celebrate our successes, and support us during challenges, it reinforces our sense of worth. This validation is crucial because it confirms that we are important and that our work has meaning.

Adding Value to Others

Adding value involves understanding how our actions positively impact others. It’s about knowing that our efforts contribute to the success and well-being of our team, organization, or community. When we see the tangible outcomes of our work and how it benefits others, we feel a deep sense of purpose and fulfilment. This aspect of mattering is about performing tasks and understanding the broader implications of our contributions.

Distinguishing Mattering from Self-Esteem and Belonging

Mattering is distinct from self-esteem and belonging, though they are interconnected:

• Self-Esteem: Self-esteem is confidence in our worth and abilities. It’s an internal measure of how much we value ourselves. Self-esteem can be bolstered by experiencing mattering because when we feel valued and know we add value, it enhances our internal sense of worth.

• Belonging: Belonging is about feeling accepted and part of a group. It involves being welcomed and fitting in with others. Belonging can increase the chances of experiencing mattering, as acceptance within a group often leads to opportunities to feel significant and make meaningful contributions.

Mattering encompasses elements of both self-esteem and belonging but goes beyond. It’s not just about feeling good about ourselves or being part of a group; it’s about recognizing our unique significance and knowing that we make a difference.

The Benefits of Mattering

Decades of studies show that when people feel valued and understand how they add value, they experience numerous psychological and emotional benefits:

• Reduced Stress: Feeling significant helps mitigate unhealthy stress levels. Knowing our contributions matter, we are better equipped to handle challenges without feeling overwhelmed.

• Less Anxiety and Depression: Mattering provides a buffer against anxiety and depression. Knowing we are important to others can offer stability and support that alleviates feelings of isolation and worthlessness.

• Increased Self-Esteem: As mentioned, mattering boosts self-esteem by reinforcing our sense of worth through external validation and meaningful contributions.

• Enhanced Motivation: When we matter, we are more motivated to engage in our work and strive for excellence. Understanding the impact of our efforts drives us to continue making valuable contributions.

• Overall Well-Being: Mattering enhances overall well-being by fostering a sense of purpose and fulfilment. When we know we are significant and needed, we enrich our lives and promote a positive outlook.

In contrast, the perpetual belief that one doesn’t, can’t, and won’t matter is detrimental. It leads to low self-esteem, disengagement, withdrawal, and even clinical depression.

Understanding and fostering mattering at work is essential for creating a healthy, motivated, and resilient workforce. Organisations can reduce stress, enhance well-being, and promote a culture of significance and contribution by ensuring employees feel valued and see how they add value. Mattering is not just a nice-to-have but a fundamental aspect of human motivation and psychological health.

How to Foster Mattering at Work

Three primary drivers of mattering at work are:

1. Feeling Noticed

2. Feeling Affirmed

3. Feeling Needed

Noticing

Noticing is the act of seeing someone’s uniqueness and taking action to show them they are seen. It’s essential for mattering but often overlooked. Here’s how to ensure people feel noticed:

• Regular Check-Ins: Regularly check in with employees about their personal lives and work struggles.

• Acknowledge Key Events: Note critical events in their lives and follow up on them.

• Personal Sharing: Create space for sharing personal states before discussing work tasks.

• Compassionate Action: Practice compassion and take immediate action to help when noticing someone struggling.

• Acknowledge Absences: Acknowledge absences and show the significance of their presence.

Affirming

Real affirmation goes beyond simple acknowledgment. It’s about showing people the unique impact of their strengths. Here are ways to affirm others:

• Share Impact Stories: Share stories of their impact on others.

• Specific Affirmation: Give specific, purposeful affirmation that shows the difference they made.

• Explain Significance: Explain the significance of their tasks and how they contribute to bigger outcomes.

• Develop Strengths: Identify and develop each employee’s unique strengths.

Showing People How They’re Needed

People perform their best when they feel indispensable. Here’s how to make people feel needed:

• Connect to Purpose: Connect their tasks to a larger purpose.

• Express Importance: Regularly tell them, “If it wasn’t for you…” and describe their impact.

• Highlight Essential Work: Ensure they see how their work is essential to the organisation's goals.

Creating a Culture of Mattering

Fostering a culture where everyone feels they matter can significantly enhance organisational health and employee success. Here are detailed strategies to create a culture of mattering:

1. Share Your Belief in Someone and Their Capabilities

Expressing confidence in someone’s abilities can be incredibly empowering. Tell your team members what you believe they excel at and how those strengths contribute to their success. Personal notes, public acknowledgements during meetings, or a simple "I believe in you" can go a long way in making someone feel valued and capable.

2. Let People Know How You Rely on Them

Communicate how each person's role is crucial to the team's success. This can be done by highlighting specific instances where their work made a difference. For example, you might say, "Your analysis was pivotal in making our project a success," which helps them understand their unique value.

3. Discuss Lessons Learned from Failures and Challenges

Normalize discussions about failures and challenges as learning opportunities rather than setbacks. Hold regular debrief sessions where the team can openly discuss what didn’t work, what was learned, and how to improve. This practice fosters a growth mindset and reinforces that everyone’s contributions, even those that lead to mistakes, are part of the learning process.

4. Acknowledge Efforts and Spend Time with Them

Recognition should go beyond formal awards. Acknowledge the day-to-day efforts of your team members. Spend time with them through regular one-on-one meetings, team lunches, or informal check-ins. Show genuine interest in their work and lives. This personal touch makes people feel seen and appreciated.

5. Remember Names and Small Details

Remembering personal details about your employees, such as their family members' names, hobbies, or significant life events, shows that you care about them as individuals. This can strengthen personal connections and make employees feel valued. For example, asking about their child's soccer game or congratulating them on their recent achievements outside of work demonstrates genuine care.

6. Volunteer and Encourage Team Volunteer Activities

Volunteering together can build camaraderie and a sense of shared purpose. Organize team volunteer days or support causes that your team members care about. This helps the community and fosters a sense of collective impact and mattering within your team.

7. Say “Good Morning” or “How Are You?” Regularly

Small, everyday interactions matter. A simple "Good morning" or "How are you?" can set a positive tone for the day and make employees feel acknowledged. These brief but meaningful interactions can enhance feelings of belonging and significance.

8. Discuss Growth Potential and Give Stretch Assignments

Regularly discuss career goals and growth opportunities with your employees. Assign them challenging projects that stretch their abilities and allow them to develop new skills. Show them you believe in their potential by entrusting them with responsibilities that help them grow professionally. Provide feedback and support to ensure they feel confident about these challenges.

9. Create Inclusive and Collaborative Environments

Foster an environment where everyone’s voice is heard and valued. Encourage collaboration and open communication. Ensure meetings and team discussions are inclusive, allowing all team members to contribute ideas and feedback.

10. Implement Recognition Programs

Develop formal recognition programs that celebrate achievements and contributions. This can include employee of the month awards, shout-outs in team meetings, or a recognition wall where colleagues can post notes of appreciation for each other.

11. Provide Mentorship Opportunities

Pair employees with mentors who can provide guidance, support, and opportunities for professional development. Mentorship programs help employees feel valued and invested in, reinforcing their importance to the organization.

12. Promote Work-Life Balance

Support your employees in achieving a healthy work-life balance. Offer flexible working hours and remote work options, and promote taking time off to recharge. Acknowledging and respecting personal time reinforces that employees matter beyond their work contributions.

Reflective Questions about Mattering

Reflecting on the concept of mattering at work can help individuals and organizations better understand and enhance their workplace culture. Here are some reflective questions to consider:

For Individuals:

1. Personal Significance

   • When was the last time you felt truly valued at work? What contributed to that feeling?

   • How do you add value to your team or organization? Can you identify specific actions or contributions?

   • In what ways do you seek recognition for your work? How does this recognition (or lack thereof) impact your motivation and well-being?

2. Relationships and Interactions

   • Do you feel that your colleagues and leaders notice and appreciate your efforts? Why or why not?

   • How do your interactions with your peers and supervisors influence your sense of mattering?

   • What can you do to show others that you value their contributions?

3. Growth and Development

   • How often do you discuss your career goals and growth potential with your manager? Do you feel supported in your professional development?

   • Have you been given opportunities to take on challenging assignments that help you grow? How have these opportunities impacted your sense of mattering?

   • What steps can you take to advocate for your own development and demonstrate your desire to contribute more effectively?

4. Work-Life Integration

   • Do you feel that your work-life balance is respected by your organization? How does this impact your sense of being valued?

   • In what ways does your organization support your well-being outside of work? Do these efforts make you feel more connected and valued?

For Leaders and Organizations:

1. Organizational Culture

   • How does your organization foster a culture of recognition and appreciation? Are these efforts consistent and meaningful?

   • What systems or processes are in place to ensure employees feel noticed and valued? Are there gaps that need addressing?

   • How does your organization handle feedback and failure? Are these seen as opportunities for growth and learning?

2. Team Dynamics

   • How do you ensure that every team member feels their contributions are essential? What specific actions do you take to recognize their efforts?

   • Do you regularly check with your employees about their personal and professional well-being? How can these interactions be improved?

   • How do you promote inclusive and collaborative environments where everyone’s voice is heard?

3. Professional Development

   • What opportunities do you provide for employee growth and development? How do you communicate these opportunities to your team?

   • How do you identify and nurture each employee's unique strengths? Are there additional resources or support that could be provided?

   • How do you ensure that stretch assignments are given fairly and supportively? How do you follow up to provide feedback and encouragement?

4. Community and Social Impact

   • How does your organization involve employees in volunteer activities or community service? Do these activities help foster a sense of collective impact?

   • In what ways can your organization support causes that are important to your employees? How can you better align these efforts with organizational values?

   • How do you encourage and support employees in pursuing their passions and interests outside of work?

Reflective questions about mattering can uncover insights into how individuals and organisations perceive and enhance their sense of significance and value. By regularly considering these questions, employees and leaders can contribute to a more supportive, engaging, and fulfilling workplace culture.

Conclusion

Creating a culture of mattering is not just about grand gestures but consistent, genuine actions that show employees they are valued and significant. By implementing these practices, organisations can build a supportive, engaging, and thriving workplace where everyone feels they matter. This, in turn, drives motivation, well-being, and overall organisational success. It is a crucial part of ensuring your teams thrive.

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