Premalatha P’s Post

IN Which stage are you in at present ?

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

Why Managers, Not HR, Should Own Team Performance A common misconception in many organizations is that HR should be responsible for driving the performance of the entire company. While HR plays a crucial role in providing tools and frameworks, it’s a flawed mindset to place full accountability on HR. Here’s why: Managers Directly Influence Performance Managers work closely with their teams, understanding their strengths, weaknesses, and development areas. They’re in the best position to set goals, provide feedback, and drive performance. HR is a Support Function, Not a Direct Manager HR’s role is to facilitate processes, provide resources, and offer training. They equip managers to lead effectively but cannot directly manage team productivity on a day-to-day basis. Leadership Drives Results Performance is a reflection of how well managers lead, motivate, and align their teams with company goals. Strong leadership is key to hitting performance targets. Accountability Should Be Shared, Not Shifted Shifting responsibility to HR dilutes leadership accountability and creates a dependency culture. Managers must take ownership of team performance to foster growth and achieve results. In conclusion, performance management is a shared responsibility. HR supports the process, but managers and team leads must take the lead in driving team success. #Leadership #HRManagement #TeamPerformance #PeopleDevelopment #LeadershipMatters #ManagementSkills #EmployeeEngagement #PerformanceManagement #HRLeaders #WorkplaceExcellence #EmployeeSuccess #LinkedInCommunity.

Which are the most reputable companies in the world and what does it take to get there? Mark your calendars for April 11th to discover the leaders in corporate reputation and the key drivers behind their success. Stay tuned!

I saw this and it really resonated with me. So many Managers are not taking responsibility for performance management, but it's not their fault 😟 They haven't been trained in how to have the right (sometimes difficult) conversations or in how to implement the tools which are available to them. Performance Management is a positive thing although we normally view it as a negative, so change the mindsets🥸 Give your Managers the confidence to develop their people and create high performing teams by investing in their training and development. Want to know more then contact me today 👀 #performancemanagement #managementdevelopment #hrconsultancy

Thanks Hacking HR for this amazing post! But did you know that MartianLogic is the only HRIS in the US with a true Manager Self Service portal? Book a time to chat with us today! #HRTech #HRIS #PerformanceManagement

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!

😂 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.

This is the hard and painful truth when it comes to performance management. Line leadership thinks that just because HR rolls out the platform, policy and program they own it all throughout. The proper implementation lies with us as leaders! HR is there to guide us and counsel, specifically if we are doing things beyond the norm and bordering on illegalities. I understand this because I was once an HRBP. Now that I'm in the line leadership role, I also still see a lot of leaders putting the onus on HR to do performance management for them or decide for then - specifically when it comes to giving that B or C rating, pushing for a PIP and disciplining employees as need be. As leaders our role is to put balance in the organization. We are not people pleasers alone. We are to put and message what is right in order for the organization to thrive better. That is leadership and that is ownership!