Self-Worth & Value: Why It Matters for Early-Career Women
By Tanya Andrews, Founder of Trellis Collective
For many professionals in past generations, work was just that: work. A job to be done, a paycheck to collect. But today’s early-career women view work differently. It’s no longer just about tasks completed; it’s about contribution, impact, and a sense of belonging.
Self-worth and value in the workplace have shifted from a “just do the job” mindset to something far more personal: Do I matter here? Does my work contribute to something bigger? Do I belong?
Why Self-Worth Matters in the Workplace
A strong sense of self-worth doesn’t just boost confidence; it directly impacts engagement, performance, and career progression. When early-career women feel valued, they are more likely to:
- Take initiative and contribute ideas.
- Navigate challenges with resilience.
- Develop leadership skills and career ambition.
- Stay engaged and committed to their roles.
However, many early-career women struggle with imposter syndrome, self-doubt, and a reluctance to advocate for themselves. They may downplay their achievements, hesitate to ask for promotions, or avoid speaking up in meetings. They often internalise minor setbacks as evidence of unworthiness, especially in environments where they are one of the few women or the only one.
This isn't just about individual psychology. It's about how systems and cultures reinforce or erode self-worth. When leaders don’t make the effort to actively reinforce a sense of value, the default response is to question it. And for women early in their careers, this lack of validation can have long-term consequences on motivation, retention, and ambition.
How Managers Can Reinforce Self-Worth
Building self-worth in the workplace isn’t about empty praise. It’s about consistent, meaningful reinforcement that helps early-career women see the impact of their contributions.
Be Specific with Positive Feedback: Instead of broad encouragement like “You’re doing great,” highlight what they did well: “Your analysis on that report was incredibly thorough, and it helped us make a key decision.”
Connect Their Work to the Bigger Picture: Early-career professionals often struggle to see how their daily tasks contribute to company success. Show them: “The process you improved saved us time, which helped the whole team meet our deadline.”
Encourage Ownership & Visibility: Many women instinctively credit their success to others. Help them own their achievements: “That was a great presentation, your insights drove the conversation forward.” Invite them to share wins with senior leaders or in team meetings.
Normalise Challenges & Growth: Self-worth should not be tied solely to success. Failure and setbacks are part of development. Reinforce that progress, not perfection, is the goal. Remind them that making mistakes is not a reflection of capability but a natural part of learning.
Ask Questions that Affirm Their Expertise: One of the fastest ways to show someone that you value their input is to ask for it. Especially in areas where they’ve developed specific knowledge: “You’ve been closest to this project, what do you think we should consider next?”
Model Vulnerability: Leaders who are open about their own growth journeys, mistakes, doubts, lessons, create safer spaces for early-career professionals to do the same. It tells them: you don’t have to be perfect to be valued.
The Ripple Effect of Self-Worth
When early-career women see their value, the benefits extend far beyond their individual confidence:
- They engage more deeply in their work.
- They take on leadership opportunities earlier.
- They contribute to a more inclusive, high-performing culture.
- They mentor others and become powerful role models for the next wave of talent.
The shift in self-perception from “Do I deserve to be here?” to “I have something important to contribute”, is one of the most powerful unlocks for retention, resilience, and long-term career growth.
And the responsibility for nurturing that shift doesn’t lie solely with the individual. It lies with the workplace culture that surrounds them.
What We See at Trellis Collective
At Trellis, we work with hundreds of early-career women across industries. In our sessions, it’s not uncommon to hear a participant say they had no idea their voice mattered or that their contribution had impact, until someone explicitly pointed it out.
When managers take the time to say, “You did that really well,” or “We relied on your work to move forward,” something shifts. Their posture changes. Their participation increases. Their belief in themselves begins to grow.
These are not grand, sweeping interventions. They are small, consistent signals that say: You are seen. You matter. You belong here.
Final Thought: Small Consistent Actions = Big Impact
The key to fostering self-worth? Consistency.
It’s not about grand gestures; it’s about the small, repeated reinforcements that show early-career women they matter. A simple acknowledgment, a reminder of their progress, or an invitation to take the lead.
These actions shape not just careers, but confidence for a lifetime. And when confidence grows, so does performance, retention, and leadership potential. If you're serious about retaining early-career women and building a stronger, more inclusive workplace, this is where you start.