Profile picture of MARTIN KIPRONO®️™️
MARTIN KIPRONO®️™️
Strategic Human Resource & Administration Professional || HR & Technology Integration || People Operations and Analytics ||Performance & Talent Mgt || HRIS || HRBP || Training & Development || Compensation & Benefits
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November 19, 2025
💭Respect has no salary bracket. What really gets me thinking? How we sometimes forget that every single job out there matters. Like, really matters. Picture 🖼️ this - you walk into any workplace and you see all sorts of people doing different jobs. Maybe there's someone in a fancy suit heading to a big meeting, and then there's someone else making sure the floors are spotless. Here's the thing - both of them are equally important. You know what's kinda weird. Some folks think their bigger paycheck somehow makes them better than others. But let's get real for a second - we're all just trying to make a living, right? Whether you're crunching numbers in a corner office or keeping the place running smoothly as part of the maintenance team, at the end of the day, we're all working to put food on the table. Think about it - what would happen if the cleaning staff didn't show up for a week? Or if the security guards decided to take a break? Those "simple" jobs that some people look down on? They're actually super crucial. Remember during the pandemic when we suddenly realized who the real essential workers were? Yeah, that was quite an eye-opener! And here's another thing - you never know someone's story. That person cleaning the floors? They might be putting their kid through college. The maintenance worker? Could be supporting their whole family. We're all fighting our own battles, chasing our own dreams. It's pretty simple, really: show respect. It doesn't cost anything to be kind and treat everyone with dignity. Your salary might be bigger, your office might be fancier, but that doesn't make you a better person. We're all in this together, just trying to make it work. Remember - they're contributing to making things work, just like you are. We're all pieces 🧩 🧩 of the same puzzle, you know? Different shapes, different sizes, but all important to complete the picture. The bottom line is: A job is a job. Period. Whether you're the CEO or the cleaner, you deserve respect. Because at the end of the day, we're all just trying to live our best lives and take care of our loved ones. Let's make our workplaces better by treating everyone with the respect they deserve. #workplace #respect #inclusion #salary #jobs #workers #culture
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131 Likes
November 19, 2025
Discussion about this post
Profile picture of JACOBETH CHEPKORIR
JACOBETH CHEPKORIR
Human rights lawyer focused on women’s and girls’ rights, gender equality, SGBV accountability, and SRHR especially in conflict settings. Committed to justice, advocacy, and systemic change.
21 days ago
This is a powerful reminder of the importance of respect for all roles.
Profile picture of Kibet Enock
Kibet Enock
Laboratory Technologist
21 days ago
Well said! Every profession deserves respect and dignity. Regardless of our job titles or salaries, we're all working towards a common goal - to provide for ourselves and our loved ones. Let's foster a culture of empathy, kindness, and inclusivity, where everyone's contributions are valued and appreciated. #RespectForAllProfessions #DignityAtWork #EmpathyMatters
Profile picture of CALEB M.
CALEB M.
Microfinance | Business Development | Credit & Collections | Branch Management | Financial Inclusion Enthusiast
21 days ago
Yes ,everyone plays an important role across the value chain
Your title doesn't make you a leader. How you choose to treat your team does. Your actions will determine a supportive culture where time off is a source of strength. What to do as a leader: ✅ Be a role model for taking time off: ↳ Lead by example. ↳ Share when you're taking time off and, if appropriate, share photos from your vacations to normalize rest. ✅ Recognize efforts: ↳ Acknowledge team achievements and individual efforts in ways that promote well-being rather than appreciating health sacrifices. ✅ Encourage flexibility: ↳ Support diverse personal and professional needs with flexible work arrangements. ↳ Trust your team to deliver in ways that work for them. ✅ Prevent post-vacation overload: ↳ Implement task delegation and workload management strategies to ensure team members return to a manageable workload. ✅ Conduct meaningful check-ins: ↳ Ensure one-on-one meetings are safe spaces for honest discussions about well-being and workload. What to avoid as a leader: ❌ Praising work while sick: ↳ Don't say: "Thank you for working even though you don't feel well." ↳ This sends the wrong message about your company's values. ❌ Neglecting feedback: ↳ Don't ignore employee feedback about workload and stress. ❌ Discouraging time off: ↳ Don't make employees feel guilty for taking breaks. ↳ Time-off is a right, not a privilege. ❌ Setting unrealistic goals: ↳ Don't set targets that will require overwork and sacrificing well-being. ❌ Promoting an "Always On" culture: ↳ Don't expect employees to be constantly available, especially during the late evenings, weekends and vacations. Be the leader you wish you had. ♻️ Repost to promote healthier work cultures. 🔔 Follow MARTIN K CHERUIYOT (AIHRM)for more. Purity WaruiNancy MwecheCHRP (K) Agatha Kibai (MIHRM) CHRP-K Sharon KiplangatSharon KotutDR. MATHIAS KIILU (PHD) #LeadershipDevelopment #PeopleFirst #HRLeadership #WorkplaceWellbeing #MentalHealthAtWork #EmployeeExperience #FutureOfWork #WorkCulture #TimeOffMatters #HealthyWorkplace #CompassionateLeadership #EmpatheticLeadership #WorkLifeBalance #FlexibleWork #HRStrategy #LeadByExample #HumanCenteredLeadership #WellbeingAtWork #SustainableWorkplace #RestIsProductive Image credit: Adam Grant
178 comments
April 24, 2025
💭Diversity shapes how modern organisations solve problems. It is not limited to appearance. It is the range of thinking styles that unlocks better decisions and sharper performance. 🧠 I witnessed something recently that completely reframed how I view talent in the workplace. Picture this: a recruiter with Down syndrome leading an interview and outperforming seasoned professionals with unmatched clarity and emotional intelligence. 🖼️ 🧩A few observations stood out. 1. JPMorganChase offers a proven case study. Their Autism at Work program began with four employees in 2015. Today the organisation has more than three hundred Neuro divergent professionals thriving in technology, operations, and analytics. Their cyber security team, strengthened by autistic analysts, has identified sophisticated threat patterns that traditional teams often miss. 🔍 2. The interviewer with Down syndrome approached the assessment differently. The questions were thoughtful. The analysis was instinctive. The ability to read human behaviour was precise. This was not a scripted interview. It was a master class in intuition and perspective. 3. Cognitive diversity impacts performance. Research shows that diverse thinking styles accelerate problem solving by up to forty percent. The value comes from how differently teams interpret data, process information, and challenge assumptions. 🔥 🧠DXC Technology has recorded productivity gains of more than ninety percent in selected roles through Neuro divergent talent. These individuals bring strengths that reshape how teams deliver results. Hiring for culture fit can limit innovation. It often removes candidates who challenge the status quo and bring new thinking into the room. 💡 What example have you seen where someone broke stereotypes and delivered exceptional results? Write-up: MARTIN KIPRONO®️™️ #InnovativeTalent #DiverseMinds #FutureOfWork #NeurodiversityAtWork #TalentRevolution #InclusionMatters #HRLeadership #HiringStrategy #WorkplaceInnovation #PeopleAndCulture #IkoKaziKE
45 comments
November 26, 2025
Culture is not an HR problem—it’s a leadership responsibility. Before pointing fingers, take a moment to look up, not down. Because here’s the truth: HR isn’t here to clean up after leadership failures. Blaming HR for a toxic culture? That’s like blaming the mirror for your reflection. 🪞 ✅ What HR truly does: We are strategic partners shaping the organisation's heartbeat by: Designing effective and inclusive hiring systems Ensuring fair and competitive compensation structures Developing clear career paths and growth frameworks Measuring and improving employee engagement Equipping managers to lead with clarity and empathy Safeguarding fairness in performance management 🚫 But what HR can’t do: We are not miracle workers. We cannot: Force leaders to listen or engage Make absent executives present Undo deep-rooted toxic behaviors. Rebuild trust where leadership has broken it Make leadership *care* if they genuinely don’t No matter how skilled your HR team is, we can’t compensate for: Executive silence Leadership hypocrisy Broken promises Disregarded feedback Poor role modelling from the top 🧭 Culture flows from leadership it doesn’t trickle up from HR. If leaders aren’t committed, no HR initiative will thrive. Let’s be honest: HR can support, guide, and advise. But it’s leadership that sets the tone, walks the talk, and ultimately drives the culture. 📣 To all leaders: If you care about culture, step up. Don’t delegate the soul of your organisation. #LeadershipMatters #WorkplaceCulture #HRLeadership #ToxicWorkplace #PeopleStrategy #CorporateCulture #LeadershipResponsibility
33 comments
June 21, 2025