Head Tilt #24: Anonymous Me

Anonymous me

An-o-nym-i-ty 

noun

The condition of being anonymous

/anəˈnimədē/

That used to be a really hard word for me to pronounce when I said it in my leadership workshops. 

Say it quickly three times out loud, and you'll know my struggle.

But ever since the pandemic, that word has moved up to heavy rotation in my vocabulary playlist. Now it rolls off my tongue. While I appreciate human connection, I love some of the anonymity I've found during this upside-down time.

I love the anonymity of slipping into the grocery store with a mask and not having to engage in much more than brief small talk with the person six feet in front of me who wants to know if the frozen Amy's meals in my cart are any good. (Yes, they are, that's why I am buying them.)

I love the anonymity of company Zoom meetings I attend when I can turn off my camera and just listen, all while filing my nails. 

I love the anonymity of running with a cap, sunglasses and a gaiter that covers my face-- I feel like I'm a superhero in disguise. (Maybe I am; I'll never tell.)

But do you know where anonymity isn't okay? 

In the workplace. 

In his cleverly-titled, best-selling book, The Three Signs of a Miserable Job, leadership guru Pat Lencioni says that people are least satisfied in the workplace when:

1. Their results are immeasurable.
2. They feel their work is irrelevant.
3. They think they are anonymous to their boss and team. 

Number three means that no one really knows them beyond their job title. (Abraham Maslow knew what he was talking about when he put belonging on the hierarchy of needs.)

Good leaders tackle anonymity by making their team members feel seen. 

Good leaders:*

• Know their employees names and how to pronounce them correctly. (It's the little things.)

• Can identify people's work strengths (e.g., logical, detail-oriented, idea-generator, or supporter) and then give them opportunities to work from their sweet spots.

• Tailor employee recognition to employee preferences. People can have only so many Starbucks cards- especially if they prefer their local caffeine dispensary. (See my post on the platinum rule for more on this.)

• Have an idea of who their employees are beyond the workplace. Good leaders notice all of the SF Giants decor in your workspace, and they listen when you mention your family, kids or pets.

• Know what projects you've worked hard on and thoughtfully acknowledge your efforts. 

*This is not an exhaustive list. 

There are so many ways to tackle anonymity and make your workforce feel less like cogs in the machine and more like real human beings. 

What are you doing to tackle anonymity with your team?