Think back to the last time someone at work said, “Thank you.”
Chances are, that moment stuck with you longer than expected. Why? Because we all crave something deeper than a paycheck. We want to know we matter. We want to feel seen, heard, and appreciated. That’s what “mattering” is all about, and it’s one of the most powerful forces driving happiness and success at work.
But today, this timeless human need is running headfirst into a modern worry: artificial intelligence. As AI takes on more tasks, many employees are asking, Will my job still matter? Will I still be valued, or could I be replaced? That uncertainty cuts right to the core of mattering — the need to know that your ideas, your presence, and your contributions truly make a difference.
When people believe they matter, they see their efforts count. Their voices carry weight. Their contributions get noticed. And in a world where technology is racing ahead, reinforcing that sense of mattering may be one of the most important things leaders can do to protect wellbeing, reduce fear, and build resilience.
In this article, we’ll explore why mattering isn’t just a nice-to-have but essential for organizations. And we’ll look at what leaders can do right now to help their people feel valued.
What Does Mattering at Work Mean?
Mattering is that deep-rooted sense that your presence actually makes a difference. It’s what you experience when your manager notices your extra effort, when your ideas are taken seriously in a meeting, or when your project clearly aligns with the organization’s mission.But mattering is far more than warm fuzzy feelings. It’s a lever for psychological health, team performance, and a thriving culture.
Zach Mercurio frames mattering as having two interdependent sides:
- Feeling valued by others — being seen, heard, acknowledged.
- Adding value to others — recognizing that your work actually helps or influences something meaningful.
He argues that these two together create a virtuous cycle: when you feel valued, you’re more confident (“I’m worthy”) and capable (“I’m able to contribute”), which then fuels more contribution. As he puts it: “It’s almost impossible for anything to matter to someone who doesn’t first believe that they matter.” 
When mattering is missing, the consequences can be stark: burnout, disengagement, withdrawal (quiet quitting), mental health struggles, or turnover. Over time, employees stop trying because they feel like they don’t count. That’s not just bad for morale. It’s expensive for organizations.
Why AI Fears Tie Back to Mattering
One of the biggest threats to mattering comes from the rise of artificial intelligence. Many employees are asking themselves: Will my job still exist in a few years? Could AI replace the value I bring?
These fears aren’t just about technology. They’re about belonging and significance. If people believe a machine can do their work just as well, it undermines their sense of being uniquely valued. Questions like “Am I just a number?” or “Do I still make a difference?” can quietly erode engagement and wellbeing.
Research from Gallup shows that when employees feel replaceable, stress rises and performance suffers. But when leaders highlight the irreplaceable human side of work — creativity, empathy, collaboration, problem-solving — people feel secure that they bring something AI cannot replicate.
When employees see that they matter in ways no machine can replace, they gain confidence, resilience, and renewed motivation. Even in times of rapid change.
What Leaders Can Do Today
Creating a culture of significance doesn’t have to be complicated, but it does have to be intentional. Here’s how leaders and wellness champions can start making a meaningful difference right away:
1. Shift from Transactional to Transformational
Instead of just checking tasks off a list, look at how each person contributes to the bigger picture. Ask yourself:
- What does this person bring to the team that no one else does?
- How do they help us live our values or serve our mission?
Then say it out loud. Often. That shift from “what you do” to “why it matters” builds pride and purpose.
2. Be Generous with Recognition
Don’t wait for performance reviews or annual awards. Frequent, real-time recognition has a powerful impact on mental and emotional wellbeing.
Try this:
- Start your team meetings with shoutouts
- Send a quick voice memo or Slack message saying “thank you”
- Keep a “Mattering Moments” board (virtual or physical) where people can call out colleagues who made a difference
Even five seconds of specific praise can stick with someone for days.
3. Lead with Curiosity, Not Assumptions
When employees feel like they’re just a number — or worse, replaceable — it’s often because no one has taken the time to ask about their experience.
Ask:
- What part of your work makes you feel most proud?
- What’s something you’ve done lately that no one noticed, but you wish they had?
- Is there a way we can better support your growth or wellbeing right now?
Then listen. Really listen. Curiosity shows care.
4. Build Significance into Wellness Programs
Wellness isn’t one-size-fits-all. Invite employees to co-create your initiatives so they see their voice — and their needs — reflected.
Try:
- Employee-led wellness spotlights
- Volunteer days where people share why the cause matters to them
- A “Purpose in Action” challenge, encouraging teams to share how their work makes a difference in people’s lives
When employees see that they help shape the culture, they’re more invested in it, and more connected to each other.
5. Model It From the Top
Let your team see you create moments of mattering, too. Share when someone else made you feel valued. Talk about what gives you a sense of purpose.
When leaders normalize conversations around meaning, gratitude, and recognition, it becomes part of the everyday culture.
6. Create Rituals That Reinforce Mattering
Small rituals can have big ripple effects. Try:
- A “Win of the Week” ritual in team huddles
- A monthly email featuring an employee’s behind-the-scenes contribution
- A gratitude wall where team members can leave notes of appreciation
These consistent, low-lift moments can become the heartbeat of a culture that truly sees its people.
7. Address AI Fears Head-On
Many employees quietly wonder if AI could replace the value they bring. Leaders can reduce that anxiety by reinforcing the unique human qualities that machines can’t match.- Name the Value: Call out creativity, empathy, collaboration, and problem-solving as irreplaceable strengths.
- Co-Create the Future: Involve employees in shaping how AI is used, so they feel part of the solution instead of at risk of being replaced.
- Anchor to Purpose: Remind people how their work connects to the mission and impacts others in ways AI cannot.
This not only reduces fear, but strengthens confidence and resilience.
The Lasting Power of Knowing You Make a Difference
Mattering at work is not fluff. It's the heart of happy, thriving workplaces. It shapes health, performance, and connection. When people know they matter, they give more, care more, and stay longer.
AI may change the tasks we do, but it can never replace the human need to feel valued. Leaders who reinforce mattering ease fears, spark resilience, and build cultures where people thrive. And employees who feel they matter don’t just show up — they bring their best selves, day after day.
Whether you’re an employee, a teammate, or a leader, you can make someone feel valued today. Notice them. Thank them. Remind them that their role makes a difference.
Because at the end of the day, you matter. And when you know you matter, everything else —wellbeing, performance, and connection — falls into place.
