Clarify your specific concerns—are they related to recognition, project assignments, or growth opportunities? Organize examples that illustrate your contributions and areas where you feel overlooked. When you meet with your manager, frame the conversation positively: express your commitment to the team’s success and share how increasing your engagement can benefit everyone. Avoid blame, and instead focus on seeking ways to enhance your impact, asking for feedback. This collaborative approach can open up constructive dialogue. Afterward, consider asking for regular check-ins to maintain open communication and ensure ongoing alignment with your manager.

The key is how you "feel". Before approaching your manager, take the time to process your feelings. Often, feelings are a mask for something much deeper. Emotional intelligence is like priming the pump in an old-fashioned well. When you think the thought, "I'm not valued at work. Or my boss/colleagues don't value me." (Or fill in the blank with the thought that makes you feel undervalued.) Ask yourself, how do I feel when I think that thought? Is it anger, sadness, etc.? Now, notice where you feel that emotion in your body & focus your attention on that spot. Give your full love & attention to the emotion you are feeling & simply allow it to be what it is. Once emotionally clear, you can objectively talk with your Manager.

?? If you feel undervalued in your team, approach the conversation with empathy and clarity. ?? Reflect on your contributions and the value you bring. ??? When talking to your manager, express your feelings calmly and respectfully, using specific examples of your work and how it aligns with the team’s goals. ?? Ask for constructive feedback and explore growth opportunities. ?? The goal is to open a dialogue that fosters mutual understanding and sparks positive change.

Reflect on the specific reasons you feel this way, such as lack of recognition or missed growth opportunities. Begin the conversation with empathy, accepting that your manager may not be aware of your feelings. Frame your thoughts constructively, focusing on your contributions and asking for feedback on how to create more value within the team. Express positive reception for what’s working well and offer solutions rather than complaints. This shows self-awareness, maturity, and a commitment to improvement, turning the discussion into a collaborative step forward. When feeling undervalued, the use of EI can drive you toward a positive and effective conversation in and outside of your professional work.

Before meeting with your manager, identify the key reasons why you feel undervalued. Is it a lack of recognition, limited opportunities for growth, or perhaps an imbalance in responsibilities? Let your manager know you’d like to discuss ways to enhance your contribution to the team. Share specific examples and focus on growth rather than dissatisfaction to set a positive tone. Remind your manager of the value you’ve added to recent projects and the unique strengths you bring to the team. This gives you a foundation to build on when discussing potential changes or opportunities for growth. Express your desire to take on new challenges or responsibilities that would allow you to contribute more meaningfully.