Acknowledgement is powerful. However, it is often overlooked. There is an obsession for outcomes. The celebration is for the finish line, the closed deal, and the quarterly target. What happens when leaders only reward results? They ignore the very engine that creates them: the effort. People feel more valued when acknowledged for their effort than just rewarded.
Harini’s acknowledgement
Harini was a high-performance leader. She demanded excellence. For a long time, her team delivered. However, her relentless focus on the “end result” created a hidden tax. Her team felt invisible. To her, anything less than a completed goal was a failure
Rishi, a talented new hire, felt this weight most strongly. Within three months, he had mastered a complex workstream. Despite his best efforts, Harini never validated his progress because the final metrics hadn’t shifted yet. Eight months in, Rishi handed Harini his resignation.
Surprised, Harini paused to reflect. She developed a recognition plan and consulted the HR head, who offered her a valuable insight: “You are valuing results, but you are neglecting the movement from Point A to Point B.”
Harini realized the importance of looking beyond the final outcomes. She shifted her leadership system from outcome-based praise to progress-based acknowledgement.
Instead of waiting for the final success, she started noticing:
- Ownership: When a team member took initiative on a difficult task.
- Commitment: When someone stayed late to solve a bottleneck.
- Growth: The measurable improvement in a person’s skills compared to last month.
The result? Rishi stayed. Her team morale lifted, and their contributions increased. Harini built a culture of sustained high performance by acknowledging the trajectory and not just the destination. Harini learnt that acknowledgement is powerful.
Acknowledgment by a leader makes people feel seen for their striving, potential, and capabilities. People don’t just want to be successful; they want to be seen.
For your reflection
- What is one specific instance of initiative (Ownership), persistence (Commitment), or a new skill (Growth) you observed in a team member today?
- What is one micro-action you can take today to ensure that person knows their progress was noticed?
“A boss wants to pay for results, an employee wants recognition for effort. If a boss recognizes effort, they will get even better results.” – Simon Sinek