Today, we’re diving into a concept that can make a world of difference in the workplace: Microvalidations. You’ve probably heard of microaggressions, those sneaky little acts of exclusion that can make people feel like outsiders. But what if we told you there’s an antidote to these workplace woes? Let’s explore the world of Microvalidations and why they matter.

Why Microvalidations?

Microaggressions, unfortunately, are all too common in many workplaces. These subtle acts of exclusion can add up over time, negatively affecting performance and emotional well-being, especially for those from historically underrepresented or devalued groups. It’s not just about avoiding microaggressions; it’s about actively counteracting them. That’s where Microvalidations come into play. They’re like little beams of positivity that can make a big difference.

The Positive Balance

Individuals from marginalized groups often find themselves on the short end of the stick when it comes to positive interactions. From an early age, they receive fewer compliments and more disciplinary actions. This trend continues into the workplace, where they face scrutiny, less recognition for their successes, and less-helpful feedback. This inequality can lead to delayed career advancement, weaker relationships with supervisors, increased stress, and adverse health effects due to identity-based discrimination.

So, what’s the solution? It’s not just about eliminating negativity; it’s about fostering positivity.

Microaggressions vs. Microvalidations

Microaggressions and Microvalidations sit at opposite ends of the same spectrum. Microaggressions are often ignored or dismissed, leaving the recipients feeling alienated and stressed. On the flip side, Microvalidations are subtle but powerful actions or language that affirm, encourage, and show belief in a person’s potential.

Research tells us that highlighting strengths and contributions helps individuals perform better, become more engaged, and enjoy a happier, healthier work life. Here’s how Microvalidations can work their magic:

Real-Life Microvalidation Stories

Let’s put theory into practice with a couple of real-life stories:

Marcus, a mid-career academic, faced challenges gaining influence at work. He received feedback suggesting he should focus less on practitioner conferences. However, his speaking engagements were met with enthusiasm, and his unique research contributions were acknowledged. These reflections on his strengths led him to a career shift, making him a highly sought-after consultant.

Then there’s Valerie, a new employee struggling with self-doubt in her technical role. She was one of the few women on her project team and feared confirming negative gender stereotypes. When she shared her concerns with her manager, they affirmed her efforts, reassured her about the learning curve, and encouraged her to stay engaged. These Microvalidations boosted Valerie’s confidence, making her more proactive and accelerating her performance.

Five Microvalidations to Spread Sunshine

Here are five Microvalidations anyone can use to brighten their colleagues’ days:

1. Acknowledge Presence: Greet others warmly and give them your full attention when they speak. Even small gestures like a nod or a smile go a long way.
2. Validate Identity: Respect how people identify themselves, use preferred names, and acknowledge their experiences and backgrounds.
3. Voice Your Appreciation: Recognize your colleagues’ contributions and share these recognitions with others in the organization, especially when they express dissent.
4. Hold People to High Standards: Expect excellence from your team, avoid compliments based on stereotypes, and provide challenging assignments with necessary support.
5. Affirm Leadership Potential: Express confidence in emerging leaders and acknowledge their unique challenges. Use their formal titles in public settings to show respect.

Remember, Microvalidations aren’t a one-size-fits-all solution. Tailor your affirmations to your audience and context. Plus, sincerity is key; insincere affirmations can do more harm than good.

In the hands of organizational leaders, Microvalidations can be a game-changer. By modeling these positive behaviors, leaders can inspire change throughout the organization, dismantling old power dynamics and fostering a more inclusive, supportive workplace.

So, let’s start spreading those Micro-validations and making our workplaces brighter, one small action at a time!