“Satisfaction of Accomplishment” v/s “Recognition of Achievement”

Success is a bitch. And Appreciation and recognition are pups.  It is quite a logical conclusion. At times, we concoct things perfectly, with lots of planning, preplanning, dry runs on presentations, meetings running on until midnight. However when the final day arrives, Bham!! All over! Your presentation does not seem to be reaching the minds of your target audience. Or maybe you don’t hold the essence while delivering what you created. And at times, we know exactly what we want to say, and we say it well, with confidence, without any presentations or night long meetings and Phew! It’s a huge success.

Sometimes I find myself at a crossroads tussling between my heart and head…between my logical thinking and my emotional self. What I have just done, is an achievement or part of my job? Is being different from others an attainment or a personality trait? Do others need to celebrate my milestones? Many times we keep sulking for not getting recognition for what we achieved is when we miss the essence of satisfaction and accomplishment. As Ralph Waldo Emerson had said, “There is no limit to what can be accomplished if it doesn’t matter who gets the credit.” It is my journey, so whether I get recognition from a second person for what I have achieved, or not, doesn’t make much difference to me. I learn from every experience and sometimes, in people management, even if I don’t get appreciation, I get friends for life. I learned it very early in my career. Now, I have mastered this skill.  

The Company I was working with was into consulting business. Its clients were some of the best brands in India.

In my previous years, when I was new to the profession of Human Resources – Recruitments or Talent Acquisition, as it is frequently called now, just after one year of experience in recruitments, I was allocated a team to complete my set target for that year. However, I was told to select and hire my team. At that moment in time, it was a challenging task for me, more difficult than climbing the Mount Everest. Particularly then when my Manager said that she won’t be participating in shortlisting and selection of team members for my team. I formed my team, and I loved every bit of the selection and orientation process for my THREE new team members. It was a new experience for each one of us in the team. We knew about the journey we were about to take.

I was excited. The first quarter was as per expectations; we achieved many targets, and we also missed a few. By the end of first quarter, Natasha came across as very enthusiastic, energetic and focused girl. Together with two of us managed to pull off many hiring numbers, within given turnaround time, to the satisfaction of our clients. Rachel and Roli seemed to have already lost their focus. They had necessary skills, but the willpower was missing. On the contrary, Natasha was NEW to the Recruitment Industry, with no prior experience or recruitment competence but she was one determined girl with a strong willpower.

I was criticized by my seniors and colleagues for the type of people I had selected in the team. Probably at that time, everyone looked at short-term gains and missed to look at efforts I was putting in creating a winning team. No one noticed as how Natasha was becoming a favorite amongst all my Clients. I was advised to terminate the employment of Rachel and Roli. I didn’t pay much heed to their advice. I had observed the spark in Rachel, and I was confident that with a bit of motivation and coaching, she will be able to make it real big. On the other hand, I had no issues in letting Roli go.

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I soon started observing a very stiff but an extremely healthy competition between Natasha and Rachel. They both were like a powerhouse, ready to go, full of energy and enthusiasm.

We entered the final quarter with a whopping 14 % increase in our profits from the BPO hiring that my team was doing. Soon I was allowed to ramp up my team and hire FOUR new members.  As a leader, I gave Natasha a greater visibility, in front of Clients, which probably she had not expected to get at the beginning of her career and to Rachel I gave the responsibility of leading Client conversations for the new team members and led the new business development, which she was passionate about. As we progressed, they won their appreciations and certificates.

After working with that consultancy for FIVE years, Natasha moved to a Corporate HR role with a big brand in the industry. Rachel is still with the same organization, however, now she is a Head – India & UAE (Sales). It’s been 12 years since I hired her and I feel glad that I took the decision of holding onto Rachel. In life sometimes you need to take a Chance and make that Choice.

I left the Company within three years of my joining. I didn’t get any appreciation from my seniors, and I am not complaining about it because what I have got is very intangible and close to my heart. Even today when I meet my girls I can see in their eyes the respect they hold for me.

Nothing can beat the feeling of satisfaction when you see that as a leader you have created a winning and sustainable team; when you see that you have created future leaders.  

I don’t think I could have asked for anything more, a feeling of triumph and success clubbed with lifelong friends is invincible. 

Composed By (Guest Contributor) – Shefali Borge

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