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A major reason for workplace dissatisfaction is the absence of clear career growth paths, or at least one that an individual believes to be commiserate with his or her performance and contribution at work.
For many of us our engagement at the workplace is directly proportional to the perceived equity and fairness with which the organization deals with us. When we find ourselves slipping behind in the queue for promotions, especially when others, those we believe to be less qualified than us, can be seen basking under the spotlight, the concern truly magnifies. Cynicism and negativity set in, hampering not only our productivity but even our peace of mind.
I call this the Blueblood Syndrome, an expectation that someone somewhere is keeping a close watch on all that we do and will bring to us the rewards we deserve. This expectation isn’t entirely unrealistic either, for it is only fair to hope that organizational processes should objectively evaluate and reward every individual. But this holds only in a utopian set-up. And not many would disagree that most workplaces are far from utopian.
So, does this mean that corporate life has to be a constant struggle to claim what is rightfully ours?
No, certainly not! It is about rising beyond the self-perception of what we bring to the table and hence, the rewards that we deserve, and aligning this self-perception to how the organization views us. It is about recalibrating our expectations in the macro setting and working strategically towards making our contributions more valued and our potential recognized.
I often hear friends and colleagues working in ancillary or support functions complain about inequity with regards to pay scales, increments, promotions and even organizational recognition that they encounter. The general feeling is that core functions like sales or finance, functions that deliver direct and measurable value to business, are often doled out sweeter deals. This might even be true, but rather than play the victim, wouldn’t it be more productive if we expend our energy in understanding the reasons why organizations value certain individuals or functions more than others and what we can do to replicate these reasons in our own spheres of control?
Look around you and you will find numerous leaders who have positively influenced the relevance of their teams by measuring and communicating the impact of their work, working closer with business teams and contributing to high impact projects, and constantly striving to learn and hone skills that are rare and valued. In doing so, like a drop of ink in clear waters, they spread the influence of their departments beyond the expected and are able to position their people under the spotlight. There is nothing that stops an individual from pursuing a similar path to shaping a successful career.
So, the choice if yours! Like a true blueblood, you could choose to relentlessly guard your bastion, doing what you must and waiting for good things to happen, or you could step out and take charge of your own life and career.
First published in Suburb Life Magazine, February 2020 Issue!