What do you do if your employer undervalues your contributions in Large Group Facilitation?

3 Communicate Clearly

Once you have assessed your value and gathered feedback, it's time to communicate with your employer. Schedule a meeting and approach the conversation with a positive and professional demeanor. Clearly express how your facilitation contributes to the organization's goals and provide examples of successful outcomes. Listen to your employer's perspective as well, as there may be factors affecting their perception that you're unaware of.

4 Propose Solutions

If your employer acknowledges the undervaluation, propose solutions that would benefit both parties. This could include additional training to enhance your facilitation skills, a revision of your job description to accurately reflect your role, or even a salary adjustment. Be open to negotiation and aim for a solution that recognizes your contribution and aligns with the organization's resources and needs.

5 Set Boundaries

Setting professional boundaries is essential if you continue to feel undervalued despite your efforts. Clearly define the scope of your facilitation role and the expectations attached to it. If necessary, politely decline additional tasks that fall outside your responsibilities or that do not align with your professional growth. This helps prevent burnout and ensures that you can focus on delivering high-quality facilitation.

6 Plan Ahead

If all else fails, it may be time to plan for the future. Update your resume, enhance your facilitation portfolio, and consider seeking opportunities where your skills will be better appreciated. Remember, your expertise in large group facilitation is valuable, and there are organizations out there that will recognize and reward your contributions appropriately.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?