Over the past week, I have been working with leaders and teams across a number of organisations exploring a simple but powerful idea:
Do people feel that they matter at work?
It is a question that often stops people in their tracks.
Because beneath conversations about engagement, performance and culture, there is something more fundamental at play. People are constantly, quietly asking: Am I seen here? Does my contribution count? Do I belong?
What do we mean by "mattering"?
Psychologist Isaac Prilleltensky describes mattering as the experience of feeling both valued and able to add value.
These two elements are equally important.
It is not enough for people to feel appreciated if they are not able to contribute meaningfully. Equally, it is not enough to be productive if that contribution is not recognised.
When both are present, people thrive. When either is missing, something begins to erode.
Why mattering matters
In our work at Inclusivitii, we see the impact of mattering, or the lack of it, every day.
When people feel they matter:
- They contribute more fully
- They collaborate more openly
- They are more resilient in the face of challenge
- They are more likely to stay and grow within the organisation
When people do not feel they matter:
- They withdraw, often quietly
- They hold back ideas and concerns
- Trust begins to decline
- Talent is lost, sometimes without warning
This is not a "soft" issue. It is central to culture, leadership and organisational performance.
Three ways leaders can create a culture of mattering
The good news is that mattering is not created through grand gestures. It is built through consistent, everyday leadership behaviours. Here are three simple, practical ways leaders can make a difference:
1. Be specific with recognition
General praise is easy to give, but often easy to dismiss. Instead of saying "thank you for your work", be specific:
- "Thank you for the clarity you brought to that meeting"
- "I really appreciated how you supported the team through that challenge"
Specific recognition helps people understand exactly how they are making a difference.
2. Help people see the value they bring
Many people underestimate their own impact. Leaders play an important role in making that value visible:
- Connecting individual contributions to wider team or organisational goals
- Naming strengths that individuals may not recognise in themselves
- Reflecting back the difference someone's work has made
Sometimes, people need help to see that they matter.
3. Create space for voice
Mattering is not just about being appreciated. It is also about being heard. This means:
- Creating environments where people feel safe to speak
- Actively inviting perspectives, especially those less often heard
- Demonstrating that contributions are taken seriously
Voice is a key part of belonging.
A leadership responsibility
Creating a culture of mattering is not an additional task for leaders. It sits at the heart of leadership itself. It requires intention, attention and consistency.
And perhaps most importantly, it requires a shift in mindset, from asking "How do we get more out of people?" to asking "How do we ensure people feel that they truly matter here?"
Because when people feel that they matter, everything else becomes possible.