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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

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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.

Beginning his career in 1997, entrepreneur and IT specialist Chris Ogden has built successful software development house, RubiBlue from scratch, and has been Raizcorp’s most profitable business for two years running. From strategic manager to software developer, Chris’ business mind and experience allows him and his team to take real-world problems, and design solutions that deliver value. It’s his dynamic approach which allows him to take existing software to other markets and extend growth without having to build new systems. Having been thrown in the deep end when his business partner passed away, Chris’ entrepreneurial skills had to take off and led him to take the lead at RubiBlue. Chris’ role of managing director has seen him focus more on the development of the company, its operational management, market understanding to enable the delivery of real solutions which are innovative and add value.

Company Posts

Finding Success With Workforce Staffing In The Minimum Wage Reality

Has your company joined the panicked masses?

Workforce Staffing

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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?

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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

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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

 

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Company Posts

Have Your Incentive Scheme In The Palm Of Your Hand

Mobility solutions are making incentive plans faster, simpler and more impactful than ever before.

Uwin Iwin

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Vital Stats

According to GSMA, the body representing the interests of mobile operators worldwide, lower smartphone prices are driving a digital revolution in Africa, allowing mobile phone users to access the Internet at unprecedented levels.

The number of smartphone connections across the continent almost doubled over the last two to three years. More than half a billion people across Africa now subscribe to mobile services. Operators recorded data traffic growth of more than 50% in 2015 and this trend will keep on expanding. Operators and developers are also leveraging the power of mobile networks to transform services in the health, agriculture, education, and other sectors.

Related: Why Incentives Are A Must For Your Business

Another service that is transformed by this mobility is incentive schemes. When it comes to the implementation of incentive programmes, being mobile means ‘on the move’ motivation and keeping in touch with your valued workforce and channel partners.

Incentive schemes can be driven by the participants

Uwin Iwin’s innovative digital platform driving incentive schemes, uses the power of mobility to its greatest advantage. The custom-developed, white-labelled interface (which looks like a website), enables participants to enter the rewards portal online anytime they want. They interact with their incentive programme by entering sales and performance figures, which will be processed by the system.

Related: Uwin Iwin Incentives Hits The United Kingdom Shores

Participants can view their leaderboards and immediately determine their advancement. Automation ensures that the participant can diligently track their points and progress. It delivers immediate feedback to keep participants motivated. In addition to that, the easy rewards cash-out system, digital catalogue, or virtual mall, enables participants to convert their points into tangible rewards, providing a full incentive management system.

Further motivation is provided through social media, emails and programme-specific websites.

The message can be reinforced throughout the duration of the programme and participants are reminded of the plan, motivated towards the goal and informed about current progress.

The more interaction, the greater the impact on motivation, success of the programme and ultimately the all important ROI.

Mobility saves money

By allowing participants direct access, less personnel are needed to run the programme and that means lower costs and a higher ROI. Another benefit is that accurate reporting is instantly available. The effectiveness of the incentive scheme can be monitored in real time.

Rewards that appeal to the target audience

Uwin Iwin believes strongly in giving participants choices when it comes to awarding rewards. The reasoning is that adopting a ‘one size fits all’ approach alienates some of the workforce as the rewards may be undesired. Giving a participant a choice for their reward is a reward in itself, as they can choose a prize that they desire. Uwin Iwin uses a catalogue of over 14 000 products (available online, of course) that can be exchanged for points or e-cash earnings.

Staying dynamic

Bringing the incentive schemes to the participants means that Uwin Iwin has to keep innovating and keep on searching for ways to keep participants interested. There is nothing more exciting than to be part of an ever-changing solution. That is their business — to keep finding bespoke solutions for specific clients’ needs.

Uwin Iwin Incentives is at the forefront of innovation, especially when it comes to mobile/digital/e-solutions. Notably, they were the first in South Africa to migrate onto a digital platform and understand its dynamics well.

Moreover, the platform has evolved over time to become highly sophisticated and efficient, so get in touch and make sure that your incentives scheme exploits the latest technological developments to the benefit of your enterprise.

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