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The output is only as good as how you prepare, set up, practice, collaborate and consider all the details. Performance, in anything, largely depends on creating the most optimal environment and conditions for success. In all the years of working is design and helping to build resonating, impactful brands, I have always shared with my teams the incredible importance of pre-production. Taking care of all the details, setting everything up for the most effective, beautiful and engaging output. This too applies to setting ourselves up for our best performance and, while, as it relates to apparel, this has largely been focused on performance wear for athletes and those engaging in an active lifestyle where performance of the apparel is key (gear for extreme weather, gear that allows full movement, gear that allows breathability, moisture-wicking, non-chafing etc), it has not (largely) translated into performance wear for your best, most supported and considered performance as a teacher, a lawyer, a CEO, a business leader, a TV presenter, particularly as a women. The clothes that women wear for all of these roles and so, so many more, need to be as carefully and thoughtfully designed as the performance wear for a runner, a climber, a dancer - because, setting up for success, the pre-production, of getting dressed each day, should be that thoughtful, that easy and that considered. For the best, strongest and most successful performance possible. behind the desk, at the boardroom table, in the courtroom and in the TV station. Check out SophieGrace at the Magic Show, New York Feb 20-22 and see thoughtful, beautiful design, made to perform on a different kind of mountaintop. #magicnewyork #Sophiegrace #appareldesign #apparelmanufacturing #forwomen #bywomen #performancedesign #beautifuldesign

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.

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.

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

IN Which stage are you in at present ?

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

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

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!

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