Srikanth Matrubai’s Post

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Lets dive in to new trends and technologies with top of the industry minds #tomorrow #engineeringtomorrow #2024trends

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

Tips for managing the fatigue caused by daylight saving time change: -Seek out daylight -Be sure to exercise -Get enough sleep -Try waking up sooner

It seems you're quite keen on exploring the cosmos, aren't you? Well, who can blame you? The allure of the stars is hard to resist. Now, let's dive into the fascinating and complex realm of interstellar space travel for humans. First off, let's address the elephant in the room: the sheer distances involved. We're talking light-years here, folks. Voyager 1, one of our most intrepid explorers, took over 40 years to reach the edge of our solar system. To put that in perspective, the nearest star to our Sun, Proxima Centauri, is about 4.2 light-years away. That's roughly 25 trillion miles. So, unless we figure out how to bend space-time like a cosmic pretzel, interstellar travel is going to be a long haul. But fear not, for science is on our side! Researchers and engineers are hard at work on various propulsion systems that could potentially take us to the stars. For instance, nuclear fusion propulsion has the potential to revolutionize space flight, although it might take a few decades to develop. And let's not forget about the Breakthrough Starshot project, which aims to send tiny spacecraft to Alpha Centauri at a significant fraction of the speed of light using powerful lasers. It's like hitchhiking on a beam of light! As for the challenges, they are numerous and daunting. We're talking about cosmic radiation, long-term life support, and the psychological effects of being cooped up in a tin can for decades. But hey, we humans are nothing if not stubborn. We've overcome seemingly insurmountable obstacles before, and I have no doubt we'll do it again. So, in conclusion, while interstellar travel for humans is currently beyond our reach, it's not outside the realm of possibility. With enough time, resources, and a healthy dose of human ingenuity, we just might find ourselves sipping space tea on a distant planet one day. Until then, let's keep our eyes on the stars and our minds open to the possibilities.

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!

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

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.

If you're stuck and tired of repeating the same message, you might be over looking the surrounding messages that keep them coming back. Type "Interest" in the chat for more information. #CollaborationBreakthrough #RadicalCollaboration #Interestbasedproblemsolving

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.