Humu Bawa Ghamsah’s Post

Sometimes, letting the engineering team speak to the real problems can motivate the client towards real solutions. This whole notion of sales teams and engineering teams not being on the same page is a problem that I continually have to solve for companies, when brought in to handle "system issues". Sales teams provide feedback for engineers on the customer experience, and defines the fiscal opportunity/risk. Engineering teams provide insights to sales on design decisions, scheduling, known solutions, and should be the metric for a businesses productivity levels. It's very common for sales and engineering teams to not be on the same page, and the worst part of it is the number of companies who are okay keeping these skeletons in the closet - because who wants to take responsibility for the problem when it's you? #engineeringproblems #technicaldebt #brokencode #spaghetti #cicd #mismanagement #guidelines #regulations #procedures #mobileapp #softwaredeveloper

🚀 𝗖𝗼𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘀𝗶𝗮𝗹 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗣𝗼𝘀𝘁 𝗜𝗻𝗰𝗼𝗺𝗶𝗻𝗴! During a discovery call, this topic was brought up—especially if you’re the type of person spinning multiple plates, and juggling multiple responsibilities. Unfortunately, those middle-of-the-night “I should really write that down” moments happen 𝘢 𝘭𝘰𝘵. 🌙✍️ And it’s happening more: we are constantly bombarded with 𝗧𝗶𝗸𝗧𝗼𝗸𝘀 featuring business book recommendations, 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 articles to read, and 𝗴𝗿𝗼𝘂𝗽 𝗰𝗵𝗮𝘁𝘀 to catch up on. At Stow, I wanted to provide a super simple way to capture those tasks and add them to your to-dos. ✅ We’re currently testing the MVP with a select cohort and are thrilled to have some great feedback coming in already (in less than 24 hours)! 🎉 You can still sign up for early beta access on our website, which should be launching in early 2025. 👀

🌟 Embracing the Future of Finance 🌟 As a crypto holder, I’m excited about the potential of blockchain technology to reshape our financial landscape. 🚀 The rise of digital currencies is not just a trend; it’s a revolution that empowers individuals and fosters innovation. Investing in crypto isn't just about potential return , it's about being part of a transformative movement that prioritizes transparency, decentralization, and security. Let’s engage, learn, and grow together in this dynamic space! What are your thoughts on the future of cryptocurrency? 💬 #Crypto #Blockchain #Innovation #FutureFinance

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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

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

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

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 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.