What Matters Most about Mattering

Is it more important to belong to a group or to matter to a group?

When we look at the reasons employees remain in a job, we have to acknowledge that emotions do have an effect on our well-being.

Recognition of an employee, as well as interpersonally being heard, fulfills a social need to create a place in the world and self-identity.

However, when it comes to the legacy of what we leave behind – something that is deeply on the minds of millions over these past two years – these make a difference in our choices and actions.

Beyond words and sentiments, we need to see that our functions as employees of an organization have meaning.

At work, knowing that the efforts, energy, and time we contribute bring value to a company is ๐˜ฐ๐˜ณ๐˜จ๐˜ข๐˜ฏ๐˜ช๐˜ป๐˜ข๐˜ต๐˜ช๐˜ฐ๐˜ฏ๐˜ข๐˜ญ ๐˜ฎ๐˜ข๐˜ต๐˜ต๐˜ฆ๐˜ณ๐˜ช๐˜ฏ๐˜จ.

If our contributions don’t make a difference to a manager or leader, why remain in that space?

The bottom line of research conducted earlier this year is that when employees feel that they matter to their organization, they are more satisfied with their jobs and life. They are likely to perform more positively, increase their engagement, and less likely to quit.

By the way, 54% of the participants in the sample were under the age of 35. The age range covered the five generations of employees currently in the workforce.

Mattering is not just self-esteem or social environment. It is tied to one’s actions. When we are able to align our personal and social values with an organization, we feel more engaged.

We experience better health outcomes, more fulfillment, and work-life satisfaction.

How we feel about what we do is a 24/7 experience.

What makes you feel that you matter to an organization?