Mattering in Teams: Beyond Recognition to True Connection

No time to read right now? Click here to listen to the audio file.

How do we show high performers that they matter? Zach Mercurio’s recent Harvard Business Review article on "mattering" struck a chord. ?(if you’ve been following my newsletters, you will know I speak about mattering and the psychology of feeling significant)

?

3 Ways to Make Sure High Performers Feel Value

Zach highlighted three essential ways to ensure people feel significant at work: noticing them, affirming their value, and showing how they’re needed.? While I agree wholeheartedly, I believe mattering doesn’t stand alone—it thrives within a broader ecosystem of team dynamics. Let me introduce you to my framework, where Safety, Trust, and Belonging come together to create the conditions in which people truly feel like they matter. Mattering Happens at the Intersection In my model, "You Matter" is at the centre of a Venn diagram intersecting these three pillars:

• Safety: People need to feel psychologically safe to express themselves without fear of judgment or repercussions.
• Trust: Trust ensures your people feel confident that their contributions are valued and that their leaders and teammates have their back.
• Belonging: Belonging gives your people the assurance that they’re not just part of a group but an integral, valued member.

?

When these three elements align, employees experience:

• Being Noticed: Their unique contributions and needs are recognised in the context of a safe and trusting environment.
• Being Nurtured: Affirmations are genuine and tied to their growth and well-being, fostering deeper belonging.
• Being Needed: They understand their irreplaceable role in the team’s success, which builds trust and confidence.

Why This Matters More Than Ever Mattering is not just a "nice-to-have"; it’s essential. High performers often experience burnout when they feel unseen or undervalued, even as they meet or exceed expectations. Research shows that feeling insignificant—what psychologists call "anti-mattering"—is one of the hidden drivers of turnover, especially among top talent. This is where leaders have the power to create transformation. By fostering safety, trust, and belonging, we set the stage for meaningful interactions that go beyond surface-level recognition. The result? Teams that are engaged, cohesive, and thriving. Take the First Step I’ll am diving deeper into actionable strategies for leaders to embed these principles in their teams.? Stay tuned for some regular discussion groups I will be sharing (you will be offered complimentary front row seats – on Zoom, but you know what I mean) where I’ll share tools and techniques for turning "mattering" into a daily practice. This all forms part of the psychosocial hazards responses we are all embracing these days.

In the meantime, I’d love to hear your thoughts: How do you ensure your high performers feel they truly matter? ?Hit reply and share your insights!? Or feel free to grab some of my time to have a conversation around how I can help?? Click here to book a call.

Here’s to creating teams where everyone feels safe, trusted, and a true sense of belonging.