Even though I may have never met you, I know something about you that is irrefutable. What I know is that you have a basic human need to know that you matter. That you are significant to someone. That you make a difference in the world.

I would like to think that I don’t personally have that need. In some ways, it almost feels like a weakness to me. Except I know that deep inside, I do have that need. I also know that it absolutely is NOT a weakness. Having that need is simply proof that I am human.

A long time ago, in a land far far away, (and a heck of a lot cooler) I was celebrating my 10th anniversary for a company that I would go on to work at for a couple more decades. For each milestone anniversary, the company would allow you to select a remembrance gift from a catalog.

On the date of my anniversary, the gift was presented to me by a couple of my bosses. One of them was the Director of Sales. I’d bet a million bucks that he wouldn’t remember this, but he said one short, simple sentence to me that I’ll likely never forget. He said, “Thanks for what you do; you make us all better.”

And there it was. Verification that I helped people. I made a difference. What I did mattered. It was recognized and verbalized by someone I greatly respected.

I had dozens and dozens of cards and letters from people, literally from all over the world. They thanked me for helping them and for the difference I had made in their lives. But somehow, having someone look you in the eye and say it to your face was much more powerful.

If you’re a leader, you absolutely must understand that your people NEED to know they matter. That what they do makes a difference. Making certain they know that, without a doubt, is one of the most vital functions of leadership.

A leader can demonstrate to their people that they matter by taking actions that emphasize respect, recognition, and support. Here’s how:

Active Listening:

• Engage in Conversations: A leader should listen attentively to their team members, valuing their input and ideas. This shows that their opinions are respected and considered.

• Respond Thoughtfully: Acknowledge concerns and provide constructive feedback, demonstrating that their voices are heard and valued.

Recognition and Appreciation:

• Celebrate Achievements: Recognize individual and team accomplishments publicly. This could be through awards, shout-outs in meetings, or personalized notes of appreciation.

• Acknowledge Effort: Even when outcomes aren’t perfect, recognizing the effort and dedication shows that the leader values their commitment.

Empowerment:

• Delegate Meaningful Tasks: Trust team members with responsibilities that challenge them and allow for growth. This signals that the leader believes in their capabilities.

• Provide Opportunities for Development: Support their professional growth through training, mentorship, and opportunities to lead projects, showing that their development is important.

Support and Advocacy:

• Be Accessible: Maintain an open-door policy where team members feel comfortable sharing their thoughts, concerns, or ideas.

• Advocate for Their Needs: Stand up for the team’s needs, whether it’s for resources, time, or recognition, demonstrating that their well-being is a priority.

Foster a Positive Culture:

• Promote Inclusivity: Ensure that everyone feels included, respected, and valued, regardless of their role or background.

• Encourage Work-Life Balance: Respect personal time and promote a culture that values health and well-being, showing that the leader cares about their holistic experience.

Lead by Example:

• Demonstrate Integrity and Empathy: By showing fairness, empathy, and consistency in actions, a leader can reinforce the message that everyone matters.

• Be Transparent: Share relevant information and explain decisions to help team members understand the bigger picture, fostering trust and a sense of belonging.

As a leader, you should consistently exhibit these behaviors. They create an environment where people feel valued, respected, and motivated, reinforcing the idea that they matter.

The key word in that sentence is “consistently.” Helping people understand how and why they matter needs to be a part of what you do every day. You don’t do it in your spare time; you don’t do it when you can find the time. You put it at the top of your daily task list. You don’t allow a day to pass without letting at least one member of your organization know how they made a difference. No excuses!