Introduction
I never thought a casual joke in a team Slack channel would stick with me, but one comment recently made me pause. A coworker joked that I must enjoy being “invisible” at work. It was a harmless quip, meant for laughs, but it hit a little too close to home. In that moment, I realized something: I did feel invisible. And not just that day, but in general.
In this post, I want to unpack that experience and how being overlooked or feeling invisible in the workplace can impact our motivation, confidence, and even career growth. More importantly, I’ll share how I’m working to overcome it, and how you can too if you’ve ever felt the same way.
The Power of a Passing Comment
It’s amazing how something seemingly trivial can make you stop and pause. When my coworker made that joke, I didn’t laughed or post a funny emoji and neither did anyone else (I imagine because they were waiting for me to respond first), but it lingered in my mind. I started to wonder if people really did perceive me this way at work.
Whether it’s in meetings where your ideas don’t get acknowledged or feeling like your contributions don’t get the recognition they deserve, many of us have had moments where we felt invisible at work.
The Impact of Feeling Invisible
Feeling invisible can affect more than just your mood. Over time, it can lead to:
- Low Engagement – When you’re not recognized or included, your passion for work can dwindle.
- Lack of Confidence – The more invisible you feel, the less likely you are to speak up, which can reinforce the cycle of being overlooked.
- Missed Opportunities – Career growth often hinges on visibility. If you’re constantly under the radar, you may miss out on promotions, new projects, or even networking opportunities.
I realized that this feeling of invisibility wasn’t just about the joke—it was a symptom of a deeper issue.
Why Does This Happen?
There are many reasons why people might feel invisible at work:
- Introversion – If you tend to be quiet or reserved, it can be easy for others to overlook your contributions.
- Workplace Culture – Some environments favor loud, extroverted personalities, which can leave more reserved individuals in the shadows.
- Bias – Sometimes, factors like gender, race, or role seniority can play a role in how visible or invisible someone feels in the workplace.
In my case, I realized it was a mix of my introverted tendencies and having complex PTSD (C-PTSD). Living with C-PTSD can make work environments feel overwhelming at times, leading to self-isolation, withdrawal, or a sense of needing to “shrink” in order to protect yourself. While I might seem quiet or reserved on the outside, there’s often an internal battle happening that contributes to feeling invisible.
This combination—being naturally introverted and managing a mental health condition—meant that I found myself avoiding the spotlight, even when I wanted to speak up. I would hesitate to assert myself in meetings or contribute to team conversations. It wasn’t just that others weren’t seeing me—I wasn’t fully letting myself be seen.
To be fair, I do not tell anyone at work that I have C-PTSD because there is still a lot of stigma around it. I work with several people on my team who have ADHD and they talk openly about it all the time. On the other hand, C-PTSD is less well-known and can carry more stigma. While awareness around PTSD (especially in the context of veterans or trauma survivors) is growing, C-PTSD is more complex, and its symptoms (such as emotional dysregulation, dissociation, or hypervigilance) can be misunderstood or not immediately linked to a mental health condition.
Let’s look at the difference between ADHD and C-PTSD:
ADHD is often framed as a cognitive or behavioral difference that affects attention, focus, and energy levels, which might resonate more easily with productivity-focused work cultures. Many people with ADHD also emphasize the positive traits (creativity, energy, problem-solving) that come with the condition.
C-PTSD stems from repeated or prolonged trauma and affects emotional regulation, self-perception, and interpersonal relationships. Symptoms can be more internalized, making it harder to explain to others, especially in a work setting. The emotional and psychological depth of C-PTSD can make it feel more vulnerable to talk about, especially if there’s concern about being seen as “unfit” or “fragile” by colleagues or managers.
Steps You can take to Overcome Feeling Invisible if you have C-PTSD
Here’s what I’ve learned about addressing workplace invisibility and what I’m working on (along with therapy):
- Speak Up: Speaking up can be daunting for someone with C-PTSD, as they may fear criticism or judgment. Start with small, low-pressure contributions, like agreeing with a point in a meeting or sending a supportive comment on Slack. You don’t have to dive into big discussions right away—build confidence by sharing thoughts that feel comfortable.
- Why it’s important: For someone with C-PTSD, feeling invisible might be a protective strategy they’ve used in the past to avoid negative attention. Gently practicing speaking up in safe settings can help them reclaim their voice at a pace that feels manageable.
- Own Your Wins: For someone with C-PTSD, owning wins can feel uncomfortable, especially if they struggle with self-worth or fear of standing out. Instead of pushing yourself to send a big announcement to the team, start by acknowledging your achievements to yourself or sharing them with a trusted colleague or manager.
- Why it’s important: Trauma can often lead to downplaying personal achievements or feeling unworthy of recognition. Gradually practicing self-acknowledgment, even in small ways, can help build confidence and increase visibility in ways that feel safer.
- Build Stronger Relationships: Building relationships might feel intimidating if you struggle with trust or feel vulnerable in social situations. Begin with one or two colleagues who feel approachable. Start with casual interactions, like a quick chat after a meeting or a message on Slack, before moving into more formal one-on-ones or coffee chats.
- Why it’s important: C-PTSD can make it difficult to trust others or feel safe in social interactions. Taking small steps toward building connections can help create a sense of support and safety in the workplace without overwhelming yourself.
- Ask for Feedback: Asking for feedback can feel triggering if you fear criticism or judgment. Begin by seeking feedback from people you trust and feel safe with, like a supportive manager or a colleague you have a positive relationship with. Let them know that you’re looking for constructive, balanced feedback to help reduce the fear of negative responses.
- Why it’s important: For someone with C-PTSD, the fear of negative feedback can be overwhelming. Requesting feedback from trusted individuals in a safe environment helps you gain insight without triggering feelings of vulnerability or fear.
Conclusion
For someone with C-PTSD, these strategies should focus on progress over perfection and be approached with self-compassion. It’s essential to recognize that pushing too hard could trigger trauma responses, so taking things slowly, seeking support, and celebrating even small wins is crucial. These steps encourage visibility in the workplace but with a strong emphasis on emotional safety, control, and balance.
For me, that seemingly harmless joke about being “invisible” was a turning point. It forced me to reflect on how I see myself and how I want others to see me at work. If you’ve ever felt invisible too, know that you’re not alone—and it’s never too late to start being seen.