How to Communicate Your Value Effectively at Work

One of the biggest frustrations I hear from employees is: “I work hard, but no one notices.”

And from CEOs? “Some of our best people aren’t great at showcasing their value — and others oversell it.”

Over my 8 years as a Fractional HR Director, I’ve seen both scenarios play out. The truth is: being valuable isn’t enough — you have to communicate your value clearly. Done well, it boosts your visibility, career opportunities, and confidence. Done poorly, it can leave you overlooked, underappreciated, or even disengaged.

This blog explores how to:

• Communicate your value without bragging

• Manage up and influence leadership effectively

• Boost morale and employee engagement through recognition

• Overcome feelings of being undervalued

Let’s break it down.

Why Communicating Your Value Matters

When you demonstrate your value effectively:

• Leaders can clearly see your contributions.

• You’re more likely to be considered for promotions and stretch projects.

• Confidence increases, because you see the link between effort and impact.

• Engagement and motivation improve across the team.

In short: value that’s seen is value that gets rewarded.

The Impact of Feeling Undervalued

Feeling unappreciated can be toxic for both individuals and businesses. Common knock-on effects include:

• Low morale and disengagement

• Higher turnover and absenteeism

• Decline in collaboration and trust

• Loss of productivity and innovation

As leaders, recognising contributions isn’t a “nice to have” — it’s essential for keeping teams motivated and loyal.

Strategies for Managing Up

Managing up means building effective relationships with your manager and ensuring they understand the impact of your work.

• Build strong relationships: Don’t wait for annual reviews. Share progress regularly, connect your work to company goals, and proactively ask for feedback.

• Be solution-oriented: Don’t just flag problems. Bring options and recommendations. It shows initiative and earns trust.

• Align with business priorities: Frame your work in terms of what matters most to the business right now — revenue, customers, innovation, or efficiency.

👉 This shifts perception from “doer of tasks” to “strategic contributor.”

Boosting Employee Engagement and Morale

Engaged employees are more productive, innovative, and committed. Communicating value plays a big part, but leaders also need to foster the right environment.

• Foster recognition: Celebrate achievements, both small and large. Recognition shouldn’t just come top-down — peer-to-peer recognition is just as powerful.

• Encourage open dialogue: Regularly create space for employees to share ideas, feedback, and concerns.

• Provide meaningful feedback: Recognition isn’t just about praise. Constructive, timely feedback helps employees grow and feel invested in.

👉 Recognition and communication together create a culture of appreciation.

Influencing Up: Getting Your Contributions Recognised

Influencing up is about visibility. It’s ensuring decision-makers see the full picture of your contributions.

• Develop a personal brand: Be clear on what you stand for and the unique value you bring. Share successes, insights, and expertise — both internally and on professional platforms like LinkedIn.

• Network within the organisation: Build connections beyond your immediate manager. Get involved in cross-functional projects and company initiatives.

• Show strategic thinking: Frame your ideas in terms of how they help the business meet its objectives. Leaders notice people who “speak their language.”

Addressing the Feeling of Being Undervalued

Sometimes, despite your best efforts, you may still feel overlooked. Don’t let this fester — tackle it head on.

• Have regular check-ins: Use one-to-ones to share achievements, ask for feedback, and raise concerns.

• Seek growth opportunities: Training, mentorship, and new projects show ambition and reinforce your commitment.

• Ask for clarity: If recognition feels lacking, ask directly: “How do you see the impact of my role? What else would you like me to focus on?”

👉 Remember: recognition isn’t always instant. Sometimes it’s about helping leaders see the bigger picture of your impact.

FAQs

Q: How do I communicate my value without coming across as arrogant?
A: Link your achievements to business outcomes. Frame it as “here’s how this helped the team / company” rather than “look at me.”

Q: What if my manager never gives feedback?
A: Be proactive — ask for feedback, share your progress, and request regular check-ins. Don’t wait for them to initiate.

Q: How can leaders stop employees feeling undervalued?
A: Consistent recognition, fair processes, and open communication. Even a simple “thank you” goes further than most leaders realise.

Q: What’s the difference between managing up and influencing up?
A: Managing up is about the direct relationship with your manager. Influencing up is about building visibility with senior leaders across the business.

Q: How do I build a personal brand at work?
A: Define your strengths, values, and expertise. Share them consistently in meetings, projects, and professional platforms.

Conclusion

Communicating your value at work isn’t about showing off — it’s about making sure your contributions are visible, recognised, and aligned with business success.

As leaders, we need to create environments where recognition flows freely. And as individuals, we need to manage up, influence effectively, and share our impact with confidence.

When people feel seen, valued, and trusted, engagement soars — and so does performance.

👉 A workplace where value is recognised is a workplace that thrives.