Success in our organizations often centers on the “closers” – the high-status roles who handle the big client presentations. But what about the “invisible labour” of people administrators in the background who ensure the foundation doesn’t crumble?

When recognition is skewed toward high-status roles, it frequently falls along gendered and racial lines, reinforcing inequities and making important jobs feel like “dead ends.” If employees feel their dedication doesn’t lead to growth or appreciation, it takes a toll on mental health.

3 Tips for Recognition:

1. Frequent: Don’t wait for annual reviews. Celebrate small wins daily to maintain motivation.
2. Specific: Move beyond “good job.” Detail exactly how the work – especially support work – contributed to the win.
3. Personal: Acknowledge the person in tailored ways that count for them.