Connect with us

Managing Staff

How to Avoid Being a ‘Bosshole’

Bring out the best in employees and keep your top talent motivated.

Chris Penttila

Published

on

BossHole

Stanford business professor Robert Sutton is back with a new book, Good Boss, Bad Boss: How To Be the Best and Learn From the Worst. Here’s what he has to reveal about what makes good bosses tick and bad bosses tick people off:

Bad Boss:

“The story that amazes me still is a company that sold motivational-type stuff — which is ironic — and this boss, concerned that sales were down, got really excited at a company picnic and literally waterboarded a guy. He took a jug, poured water down the employee’s throat and said, ‘See how hard this guy is struggling? That’s how hard I want you to work to make sales!’ He was actually a fairly well-liked guy; he just lost control.”

Good Boss:

Good bosses know how to listen. It sounds easy, but it’s actually pretty hard. It’s also encouraging employees to come to you with bad news. Teach your employees to fight with you in a way that’s constructive. When you fight in an atmosphere of mutual respect, you can flesh things out. It’s a very high level of art as a manager to be able to fight with people and have them love you even more because you know how to fight.

Bad Boss:

The de-energiser. After talking to a de-energiser, people tend not to be as energised, feel less good about themselves, are less willing to work as hard, and are less creative.

Good Boss:

Give the people who work for you a sense of why you’re doing things and some sense of predictability about what lies ahead, either positive or negative. When employees have a boss who keeps shocking them without any forewarning, they get nervous. A little predictability is something most people want.

Key questions to ask yourself

  • Do you know how to push without being a jerk?
  • Second, after someone talks to you, do they feel like they have more or less energy?
  • And third, do employees feel like the boss has their backs?
  • These questions go back to self-awareness.
    Do you know what it’s like to work for you?

Championing the ‘no asshole’ rule

Discover what Robert Sutton has learnt about bosses through actual real-life scenarios, and how you can survive that boss — or be a better boss yourself. Sutton’s books, The No Asshole Rule: Building a Civilised Work Place and Surviving One That Isn’t and Good Boss, Bad Boss: How to Be the Best and Learn From the Worst, are both available on kalahari.net.

Freelance journalist Chris Penttila has covered employee management and leadership issues for more than a decade.

Managing Staff

Want People To Love Working For You? Here’s How To Get Them There

If you don’t want to go to work, why should they?

Chris Ogden

Published

on

Want-people-to-love-working-for-you.jpg

If you don’t have a culture in your startup, it will decay. If you don’t know your core values and how your business should reflect them, then your employees won’t know how to reflect them either.

And if nobody knows who you are, what you represent or what culture you promote, then their passion for the business and its future won’t exist. Nor will yours. In short, if you don’t build a culture, then it will slowly collapse inward on itself until nothing is left but a stale idea.

So, how do you create a culture that has you leaping out of bed at 5am? What do you do to inspire yourself so that you inspire others?

1. You sit down and prepare your values

What do you stand for? What do you believe in? How do you want other people to perceive the work you do and your ethics?

Related: You Can Motivate Your Employees Without Creating A Hyper-Competitive Culture

Are you a cutthroat, step over the bodies of your foes kind of business, or are you a people-focused, solutions-driven kind of company? Build up a core of words that define you and then use these to create an acronym that sustains you.

Be sure to investigate the meaning of any acronym you create before you set it in stone.

The last thing you want is an acronym that has some dark and twisted counterpart on the web…

2. Communicate your values

Seriously, this is key. So often people sit down and craft these lovely values and build these awesome acronyms and then just send them over email. Or include them once in an onboarding.

It’s all very good to put your strategic thinking down on paper, but relaying the message is vital.

Get it on your social media, put it on your intranet, stick them in the coffee area, repeat elements of them at meetings. Get these values out and about as often as possible.

3. Get engaged

Well, office romances are normal so that’s cool, but this is more about engaging people in your culture. Get buy-in from your staff in a genuine and open way.

They have to believe in what you’ve created otherwise you’ll be skipping down the company pathway alone.

Consider adding in motivations, recognising people for their contributions to specific values and rewarding them for their engagement.

4. Walk the talk

Don’t mess about. Don’t pretend the values are important to you and then do the opposite. If you don’t live your own values, nobody else will either.

In fact, saying one thing while doing another is a sure-fire way of creating a toxic working environment that will see high staff turnover and plenty of customer dissatisfaction.

5. Patience is not a cheese

Don’t expect everyone to leap onto the values train from the first day. This isn’t how it works, especially if you’re already established and have only just got around to creating them. People who joined before you implemented a new culture or value system may not be a good fit or may need more time to adjust.

Related: Your Employees Are Your Greatest Asset – Manage Them Well

It isn’t a race to the culture finish line, it’s a process. Learn as you go, trust in one another, take things forward carefully and be prepared to make mistakes and learn from them.

Continue Reading

Company Posts

Finding Success With Workforce Staffing In The Minimum Wage Reality

Has your company joined the panicked masses?

Workforce Staffing

Published

on

workforce staffing

From the 1st of May 2018, the minimum wage officially becomes a South African business reality. Many companies have implemented rushed contingency plans, readying themselves for minimum wage related redundancies, layoffs, cutbacks and other vastly destabilising business changes that could more likely injure business, rather than save it.

Before you start making these same, rash decisions, ask yourself these 4 questions:

  1. Are you worried about not covering wage costs?
  2. Do you know exactly what the minimum wage payments are?
  3. Are you aware of the minimum wage exemptions?
  4. Have you spoken to an expert about practical solutions?

These questions, and many more, should be asked in depth before any rash decisions are made. As this is the first time in South Africa’s history that such an act has come to pass, there is equal doubt as well as joy at its arrival.

The positives and negatives of the National Minimum Wage

“A national minimum wage will increase unemployment and further remove constitutional rights from SA’s ‘forgotten people’,” stated journalist Eustace Davie.

“The introduction of a national minimum wage was made possible by the determination of all social partners to reduce wage inequality while maintaining economic growth and employment creation.” said President Ramaphosa.

No matter what camp you fall into, the National Minimum Wage Act (NMWA) is a reality everyone will shortly experience, with few solutions publicly available.

How Workforce can keep you compliant

Workforce Staffing is a legal and compliant supplier of temporary employment services and as is expected from a high quality labour solutions supplier, we will adjust any payment rate below R20 an hour, to keep our clients compliant with legislation.

Related: How To Know If You’re Mismanaging Your Staff

When you turn to Workforce Staffing for solutions, you turn to a compliant and legal industry professional. Having analysed the situation from all possible business angles, we know that we have the means to support you in your NMWA transition, assisting with your standard compliance and exemption cases.

The NMWA’s rates:

  • R20 and hour
  • R18 an hour for farm workers
  • R15 an hour for domestic workers

Criteria for the (currently set at) R18 an hour exemption:

  • The employer must be unable to afford the R20 minimum wage
  • The employer must have consulted with the relevant unions and employees
  • The employer must submit financial statements (and make same available to the employees or relevant union)

The Workforce Staffing solution:

  • Contact us to receive consultation on your business’ unique situation
  • We will provide effective and tailor-made solutions to mitigate the adverse effects of the NMWA on your business growth
  • Our staff management solutions will help reduce overtime, assist in production management, and provide alternative employment structure models

Workforce Staffing provides the expert help you need in ensuring your business is prepared for the guaranteed arrival of the NMWA. With our planning and professionalism, there’s no need to fear the future.

Related: Will A Strike Cripple Your Business?

Continue Reading

Company Posts

How To Know If You’re Mismanaging Your Staff

Wouldn’t you like to free up some of that time to increase your company’s productivity and profitability while providing solutions to admin issues and organisational hazards? Workforce can show you how.

Workforce Staffing

Published

on

staff-mismanagement_workforce-staffing

The average manager can spend up to two full days a week on administrative tasks. You aren’t a machine and neither are your managers or HR team. However, to gain the most from your temp staff, a machine is exactly what you need. A smart one.

WorkTRACZone is the definitive product that’s been especially developed to offer you ultimate control through technology.

WorkTRACZone ensures that you surpass the 80% of businesses that are floundering in misadministration, and guarantees that your temp staff are utilised to the maximum.

Keep clear of the danger zone

Research by UK-based company, Service Now, found that eight out of ten companies still use inefficient manual tracking to drive productive work processes, putting their company’s temping situation in the danger zone. Are you one of them? Ask yourself these five questions:

  1. Are you aware of all the skills available to you through your temp workers?
  2. Can you remotely access your temp staff’s work rosters anytime, anywhere?
  3. Do you know exactly how much overtime is being generated in your business?
  4. Are your temp staff’s absenteeism records completely up to date?
  5. Do you have convenient access to all your temp staff’s work histories?

Related: Finding Your Staffing Partner

If you answered no to any one of these questions, then your temporary staff are gravely underperforming.

Manage your temp staff better today

As specialists in the temporary employment field, the designers behind WorkTRACZone are well aware of what businesses need to make the most of their workforce.

If you would like to protect your company from all the possible failings hiding behind mismanagement, visit www.workforcestaffing.co.za, or call 087 135 8888 to take the first step in distinguishing your business.

Solutions to your biggest temp staffing issues

1. When I don’t have information available now, my business fails later

WorkTRACZone is a digital portal that is available to view from any smart device at any time. It provides complete transparency on all of your temporary staff, from work rosters to up-to-date labour costings. Have access to your outsourced staff’s information, collected onto the WorkTRACZone digital dashboard, and integrate time and attendance with payroll and invoicing systems.

2. How can I be sure staff aren’t taking advantage of overtime?

Mismanaged overtime is one of your biggest risks to profitability. WorkTRACZone records all overtime recorded by temporary staff, allowing you to spot dangerous patterns or misused hours before it becomes a drain on profits.

3. I’m not totally aware of what my temp staff can offer me

From clock number to ID, WorkTRACZone makes searching easy with editable fields and succinct categories. Workers’ skills are available to you at a moment’s notice with this digital portal.

4. I hardly monitor staff backgrounds, equipment issues, and other details

Having this information on hand is the first step to ensuring complete control over your outsourced staff. If you skip this step, all other processes often fall to disorder. WorkTRACZone provides the best solution to ensuring all this information is captured and easy to access.

5. With worker turnover, predicting salaries has become near impossible

All your temporary staff’s past and current work rates are viewed on demand via the WorkTRACZone digital dashboard. This provides accurate salary projections, allowing you to plan ahead and foresee any potential complications.

Related: 11 SA Entrepreneurs on What They’ve Learnt About Managing Staff

 

Continue Reading
Advertisement

SPOTLIGHT

Advertisement

Recent Posts

Follow Us

Entrepreneur-Newsletters
*
We respect your privacy. 
* indicates required.
Advertisement

Trending

FREE E-BOOK: How to Build an Entrepreneurial Mindset

Sign up now for Entrepreneur's Daily Newsletters to Download​​