Being seen, understood and advocated for
Is this the gap influencing career decisions?
A gap can sometimes appear between what a person contributes and how that contribution is experienced, understood and recognised by others.
As a result, career decisions are not always driven by opportunity; in some cases, they develop over time due to a perceived lack of recognition, understanding or support.
Visibility is not the same as understanding
Being visible within an organisation is often seen as a positive indicator; it suggests that work is noticed and contributions are recognised. However, visibility alone is not enough.
Marshall Goldsmith, Author and Coach, suggests that credibility is earned twice, first through the work itself and second through recognition of that work. Marshall advises that people often think - My work will speak for itself? No, it won't.
I am sure many will recognise the tension here.
Someone can be visible, yet their work is not fully understood. Equally, their contribution may go unseen because others do not know how to interpret it. Over time, this can create a disconnect, and individuals may continue to deliver and contribute and still find that the value they create is not recognised. This doesn't mean the work isn't valued; it may, however, mean that it isn't being advocated for in the moments that matter.
Learn more about Marshall Goldsmith here
Recognition is not the same as advocacy
Recognition focuses on acknowledgement, feedback conversations and moments of appreciation. Advocacy, however, operates differently. This happens when someone is not in the room.
It is how others speak about their work, how their contribution is represented and if their value is reinforced within wider conversations. Without advocacy, recognition can struggle to carry weight beyond individual interactions. Over time, this can lead individuals to question whether their contribution is understood and supported.
This distinction has been widely discussed in leadership and career development conversations, including by Carla Harris, who highlights the importance of sponsorship and advocacy in career progression.
Watch a short clip from Carla's 2018 TED Talk here: Carla Harris: How to find the person who can help you get ahead at work
The importance of advocacy and sponsorship continues to be highlighted in wider conversations, including themes such as International Women's Day, which emphasises the role of support, visibility and progression.
The impact on identity and belonging
As explored in my earlier articles, career decisions are closely linked to recognition and belonging. When someone feels their work is not clearly understood and they are not being advocated for, it can begin to influence how they see themselves within the organisation.
Questions may begin to surface:
Is my contribution clear to others?
Am I being represented or advocated?
Do I have support beyond my immediate environment?
These questions may not always get asked directly, but they will be felt. Belonging is not only about inclusion, but it is also about feeling recognised, supported and understood in a way that reflects someone's contribution.
The impact of this isn't always contained within the workplace. How individuals experience their working environment daily can influence how they feel beyond it. Over time, this can affect confidence, energy and the ability to fully disconnect, reinforcing, however, how closely work and identity can become linked.
In my previous article, I explored the importance of belonging and highlighted that people often struggle to feel a sense of belonging at work. Interestingly, People Management suggested in 2023 that a third of employees do not see their workplace as a community. And most recently, HR Magazine reports that roughly one in five (21%) feel a sense of belonging at work.
Read more here: HR Magazine - Just over a fifth of UK workers feel they belong at their workplace
Why this matters for career decisions
As outlined in the talent decision loop in my first article, career decisions rarely stem from a single moment. Instead, they develop over time through reflection on experiences, signals and interactions.
If individuals repeatedly question whether they are advocated for or if the value of their work isn't recognised, it can gradually increase their openness to new opportunities. Not necessarily because they are actively seeking change, but because something no longer feels aligned.
To read my full article, click here