Andrada I. Paraschiv’s Post

This Valentine's, we need to talk about HR - you OK, hun? 🤔 My LinkedIn feed is a tug-of-war between leadership and HR, like divorcing parents who can't agree on what's best for their kids. HR LinkedIn paints a picture of HR professionals feeling sidelined, undervalued, or misunderstood 💔 Making the case that the role of HR is evolving. Beyond being just legislative guardians, they are; ❣catalysts for positive change ❣architects of strategies ❣champions of culture The uncomfortable truth? 💔 Many leaders aren’t looking for a partner in HR. 💔 Many employees know that HR ultimately serves the employer's interests. 💔 HR's dual loyalty means their motives are questioned, creating suspicion. Here's my take; We're looking at the confusion between accountability and responsibility. HR is tasked with holding managers accountable, ensuring they meet the responsibilities of people management. However, it’s not HR’s job to step in and do the managers' work for them. Many leaders see HR's evolution as encroachment. Just as when managers step in and do the work of those in their team. It's often labelled unwelcome micromanagement. The ongoing debate in my LinkedIn feed isn't just about HR and leadership. It’s a broader reflection of the need for clearer definitions of accountability and responsibility within organisations. WDYT? Does HR need to evolve? Is HR's evolution welcome? Is accountability the missing piece?

If you want to learn something amazing and understand where you might be going wrong in your job search, you should definitely consider taking this Masterclass!

Are you an employer? Consider asking yourself these questions. Not sure you know how to answer some of them? Then this is the perfect time to bring these questions to your employees to find out where you could improve as a leader and how you could further support your employees for a healthy and happy team! #happyteams #healthyworkculture #employeewellbeing #employerswhocare #caringcollegues

How to Motivate Employees When Their Priorities Have Changed

Real Leaders Impact Employee Well Being

𝐇𝐨𝐰 𝐭𝐨 𝐢𝐦𝐩𝐫𝐨𝐯𝐞 𝐲𝐨𝐮𝐫 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬' 𝐬𝐞𝐧𝐬𝐞 𝐨𝐟 𝐛𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 I had the privilege of encountering two remarkable managers, Sergio and Adri, who truly understood the essence of employee engagement. In my experience, working at the Tijuana Site under their guidance felt like stepping into a vibrant Mexican Mickey Mouse House. 🏰 Cultivating a Unique Work Culture What made the experience truly memorable was the innovative approach to workplace culture. Instead of conforming to conventional norms, our leaders fostered an environment where authenticity and creativity thrived. This unconventional approach instilled a profound sense of belonging within our diverse demographic. 🌐 Embracing Diversity Each individual felt valued, respected, and empowered to contribute their unique talents and perspectives. It was a testament to the power of inclusive leadership and its impact on organizational cohesion and success. 💡 Key Takeaways for Leaders The essence of effective leadership lies in fostering innovation. Whether or not the 'Mexican Mickey Mouse House' model aligns with your company's ethos, the underlying message remains clear: embracing differences and nurturing a sense of belonging are essential ingredients for building a thriving workplace community. Art credits: Alexis 'Pigmento' Samano

EQ and Self-awareness are the 2 MOST IMPORTANT personality traits that anyone who manages people must have. Having the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically are the key. I read this quote recently which applies to any individual in a leadership position. "We are all imperfect human beings. Your job isn't to pretent you are flawless but rather to show that you are self-aware, have emotional intelligence, that you can ingest feedback, you can adapt, and you can learn and grow" and that includes alongside your people. We are all in this together. People don't leave companies, they leave who they work for. There in itself lies your attraction and retention problem.

What Really Motivates Your Team? Discover why recognition from the right people boosts productivity and morale more than you might think. As a seasoned mentor and strategic advisor to leaders, I've seen firsthand the transformative power of effective employee recognition. Recognition Reigns Supreme - A staggering 37% of employees say recognition is their top motivator. It’s not just about being acknowledged, but who acknowledges them that counts. Whose Praise Matters - 24% value kudos from company leaders, while 28% find manager recognition most motivating. Interestingly, even a customer's praise holds significant weight. Beyond the Applause - Other key motivators include autonomy and inspiration, each vital for 12% of the workforce. Surprisingly, 12% are self-motivated, needing no external incentives. Money Isn’t Everything: Only 7% are primarily driven by financial rewards, showcasing that emotional and professional rewards often outweigh monetary ones. Effective recognition is more than just a pat on the back—it's a crucial strategy for enhancing employee engagement and driving organisational success. Understanding and implementing targeted recognition can lead to a happier, more productive workplace. When recognition is done right, it doesn’t just acknowledge achievement—it inspires all to strive for excellence. Let's help create environments where everyone feels valued and seen. P.S. Do you feel more motivated by praise from your manager, peers, or leaders? Moe Nawaz Directors Warroom

These are good insights and interesting information.