Targets, They’re Petty Issues

Targets, They’re Petty Issues

Ravish Bajaj is a versatile human-resources professional with over 12 years of hands-on experience across functions. He is a strategic professional who deploys a participative management style in the workforce. Ravish is highly skilled in HR strategy and analytics, staffing, management reorganisation, talent and performance management. An enterprising leader with proven abilities in leading teams towards the achievement of organisational goals and industry best practices. Currently, Ravish is the HR & Admin Head at Indospirit Group.

What parameters do you use to identify high-performers within an organisation? Is it the lot that achieves the maximum number of targets or the employees that add value to the workplace while completing the assigned tasks? It’s been found that the top performers in an organisation think above and beyond targets; targets to them are petty issues. They work towards fulfilling their life vision and think on the same lines. This helps them achieve more. Let’s understand how.

Newton’s third law says that “every action has an equal and opposite reaction”. This is one phenomenon which is applicable to every single thing in this world, even when it comes to employees achieving the targets set by their organisation. Or does it? Leaders always talk about correct and sufficient inputs to get desired results, yet most people fail to do it. Let’s understand why.


I generally get the opportunity to interact with new hires (Freshers as well as Experienced candidates) and the insights I get every single time are mind-boggling! I see 35% of the population’s career approach is not supported by their academics, which is intriguing. I’ve been thinking about this pattern a lot lately. I believe if we really analyze why people fail, it’s not because they failed to take any action, it’s because they had not been counseled well to visualize their VISION, as in where do they want to see themselves maybe 15 years down the line.

Incredible Fact-Finding:

In my all articles, I always talk about management assumptions that are likely to distract strategies by the management. Assumptions are misleading!

Question: What are the five primary expectations that a new joinee has from the organisation? We got unexpected results when we performed an activity to find out the answers. New joiners are highly concerned with salary credit date, the number of leaves, weekends off, separation process, and office timings. I believe these questions should be answered by the human resource department before finalizing their employment. 

We found out that very few candidates were very particular about their career progression, performance appraisals and learning opportunities within the organisation. So, it’s not that these questions are wrong, it’s that most people ask totally incongruent questions instead of what they should really ask. Lack of VISION is what we could figure out in most of them.

Who Performs Better?

Assessment of the profiles of candidates who are high performers within the organisation can open doors of reality for recruitment teams. You will find that these employees possess real enthusiasm and energy levels.

High Performers are not running behind given targets rather working towards their bigger goal or ‘Vision’ and closely monitoring their performance vs planned growth periodically. Their Vision drives their performance and wiliness to work effectively wherever they work. No matter which organisation and which platform they are in, they make wise decisions when it comes to choosing JOBs. This is when they start enjoying what they do because if they do things that they don’t enjoy or that don’t result in what they really want, they won’t do them for long enough!

Petty Issues:

Employees with well-defined VISION see given targets and other compliance acts as general formalities of the human resources department. Here employees do not work for targets but they prepare themselves to work according to targets. This attitude simply results in performance and that also shows in their approach of looking at things differently. This makes them class apart from others. There are a lot of other things that they want parallel in their life, hence targets become petty issues for them, and they plan to make things larger than others which actually matter.

To Conclude:

Vision leads to motivation, pushes people to step out of their comfort zones and enhances enthusiasm to perform better. Exercising your vision into smaller goals facilitates you to achieve your daily goals. If you don’t know how to do a thing, seek education and consult your mentors, be resourceful always. Follow your vision, take timely actions and see how wonders will take place for you without even asking.


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