Bending Spoons’ Post

Quality is never an accident; it is always the result of high intention, sincere effort, intelligent direction, and skillful execution. This International Quality Week, we celebrate the commitment and continuous pursuit of excellence that drives progress and performance. from #compliance to #performans #internationalqualityweek

What inspired you to become a Head of Product? ✏️ Knowledge of the particular products, segment and the partners.

Feedback isn't just important—it's essential. In our latest video, we explore why it's crucial for managers to provide timely and constructive feedback to their teams. 🗣️ Effective feedback fuels growth, boosts morale, and fosters a culture of continuous improvement. When managers invest in regular, meaningful feedback, they empower their employees to reach new heights and drive the success of the entire organization. Tune in now to discover actionable tips and strategies to harness the power of feedback in your leadership journey. WATCH NOW: https://lnkd.in/gg89e3G8 #PowerOfFeedback #Leadership #ManagerTips #EmployeeDevelopment #ContinuousImprovement #HRConsulting #WorkplaceGrowth #LeadershipSkills #TeamSuccess #FeedbackCulture #hrgrowthspurts #hrgs #hr

😂 Many of my peers may laugh and nod while watching this! Not just performance management, it also applies to conflict management, employee development, employee engagement, workplace culture, diversity and inclusion... We are in a delicate position where we need to support and educate managers without overstepping. It’s a dance between offering guidance and nudging managers to take ownership of their roles as leaders, which goes beyond just managing tasks and extends into nurturing their teams.

It is important to recognize that employee performance is not solely determined by HR efforts. Each employee possesses the knowledge and capabilities required to achieve their individual goals, and it is not within HR's role to instruct them in this regard. However, HR can provide guidance and support to employees in their pursuit of these objectives and in acclimating to the organization. While employee performance is crucial to the progress of the company, it is not directly tied to HR responsibilities, as employees are considered capable of managing their duties. While HR can offer assistance and necessary resources, the ultimate responsibility for delivering high performance lies with the employees, not HR.

Managers, your employees don’t report to HR. They report to you. We don’t work with them on a daily basis. We don’t witness the amazing work they do and we don’t see the mistakes they make. So please take responsibility to address performance issues. Either good or bad. HR will however be there to coach you and help you. But we will not do it for you. #beagoodleader

So accurate 😁 This is why it is so important to equip team leaders with HR skills for real management and leadership ✨ Contact Mahe Talent Solutions for such training ✅✅ #management #humanressources #leadership

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So relatable ....One of the biggest challenges in organizational leadership is getting managers to understand that employee performance management is their responsibility—not HR's. While HR provides tools, resources, and guidance, the day-to-day performance of employees hinges on the leadership, coaching, and feedback provided by their direct manager. Here are some key reasons why this can be a difficult concept to communicate: #Misconception of Roles: Many managers mistakenly view HR as the "fixers" when it comes to performance issues, assuming that HR will step in when an employee struggles. In reality, HR’s role is more strategic—helping with policy, processes, and legal compliance—while the manager needs to be the front-line coach and motivator. #Lack of Training: Some managers may feel ill-equipped to handle performance conversations, feedback, or difficult situations. Without the right training or confidence, they may look to HR as a crutch, when what’s really needed is skill development in effective management. #Avoidance of Conflict: Performance management often involves tough conversations, and some managers prefer to avoid conflict altogether. It’s easier to delegate the issue to HR than address it head-on with the employee. #Accountability: Some managers don’t realize that poor team performance reflects on their own leadership. Helping them see that their role is crucial to driving team success (or failure) is key to shifting this responsibility back where it belongs. Ultimately, empowering managers to take ownership of performance management isn’t just about shifting responsibility—it’s about equipping them with the skills and mindset needed to foster growth and development in their teams. HR can offer support, but performance thrives under strong leadership, clear expectations, and regular feedback from the manager.

As a company that specializes in culture management, we understand that while HR plays a crucial role in supporting and providing tools, performance management is most effective when handled by those who are closest to the team's day-to-day operations—team managers. They are best positioned to give timely feedback, foster growth, and ensure alignment with company goals. Performance management isn’t just about evaluating performance; it’s about building a culture of accountability, continuous improvement, and engagement. When team managers take charge, it not only strengthens individual development but also reinforces a healthy organizational culture. Are you ready to equip your managers with the tools and mindset they need to lead performance management effectively? Let’s talk about how our culture management solutions can help your company thrive. Contact us today!