Despite this understanding, investing in policies to keep employees is still seen by many as an optional extra, not a critical factor influencing their bottom line – though research indicates it shouldn’t be that way.
Samantha Crous, country manager of the CRF Institute, which identifies choice employers via International HR Policy and Practice Research says that certification as an employer of choice strongly influences the perceptions employees have of a company, and this is key to staff retention. “Employer branding is about investing in people and it is often only when upper management considers the return on this investment that they commit to the necessary strategies involved,” says Crous.
Return on investment
And the return on investment is significant, as top management is increasingly starting to realise, says Crous. In the case of staff retention, research has proven time and again that it costs more to replace a staff member than it does to retain one.
According to specialist staffing and recruitment company JDA Professional Services, replacing a staff member, earning R300K cost to company per annum, can cost as much as R750K in direct and indirect costs – direct costs include advertising and interviewing expenses, pre-employment testing fees, external recruitment agency costs, salary increases, relocation and training.
That’s the direct costs. Crous says that indirect costs can end up being even more. “Consider the loss of training, and the manpower and time it takes to develop the necessary skills in a new employee, or the loss of morale when a team member leaves,” she says. “Not to mention the consulting fees and overtime expenses. There is also company reputation to consider, which can have a ripple effect not only in the industry but to shareholders, to whom stability is important. Better employer branding helps cut down on staff churn and thereby saves costs.
“But enhancing employer branding does more than save money. It also serves to boost the alignment between the employer brand and the consumer brand, which, by influencing both performance and reputation, can have a positive impact on the bottom line.”
Absa, a certified Best Employer, believes that companies should market and promote their brands in two ways: firstly to the customer and secondly to the talent market. Absa’s ethos is about taking a holistic approach to the attraction and retention of talent, and their HR Manager, Prenai Pillay, says integration and alignment with marketing and other parts of the organisation help deliver on a wholesome brand promise.
“And all of this helps to mark companies out as desirable places to work, which means that the retention and acquisition of quality staff gets easier,” says Crous.
Safripol, one of South Africa’s leading plastics manufacturers and a certified Best Employer, reports that it receives a high number of applications for learnerships annually. The company’s management improvement plan is driven by a shop floor engagement policy. This is based on a live document that continually tracks performance against goals. Employees update the scorecards themselves. In this way, the values and the culture of Safripol have evolved through participation before being codified and embedded into policies, processes and job descriptions.
Some SA companies go even further in that they strive to maintain relationships with their people after they leave. An example is Ernst & Young, which ranked fifth in the 2011/2012 Best Employers Index. The organisation, through its ‘whole of life approach’ programme, has found that many people choose to return to the firm after pursuing other opportunities. The company has been able to promote life-long mutually beneficial relationships with its people.
The benefits of enhancing your employer brand extend well beyond the obvious, believes Crous. Returns such as improved rankings, filling vacancies more quickly and attracting a higher number of qualified applicants are but a few.
“The more subtle advantages, such as increased employee satisfaction and lower staff turnover, are sometimes difficult to correlate,” she says. “Yet studies have shown that a strong employer brand makes a significant difference to your employees’ level of engagement, staff turnover and to your bottom line.”
The Annual Best Employers 2012/13 Certification will be released in August this year. For more information about please visit www.bestemployers.co.za.
Surge In South Africans Swopping Their Cars For Bitcoin
The cryptocurrency Bitcoin has experienced a seemingly interminable rise. Early adopters have experience lottery-sized pay-outs on minor investments as the currency exploded in value in 2017.
As South Africans are itching to get their hands on the digital currency, there’s been an increase in swops and bitcoin-only sales on Gumtree.co.za, says Claire Cobbledick, Head of Core at Gumtree. “This is particularly true for high-value items like cars, bikes and boats. Many sellers are willing to take a gamble with their assets in hopes of a large pay-out.”
This is on trend with other marketplaces. In the United States a McLaren 720S was put up for sale in exchange for 25 bitcoin, a theoretical value of $425,000.
While Gumtree does not allow for the sale of bitcoin miners or services, Cobbledick says that customers can exchange goods for bitcoin on the site, but should be fully aware of the risks. “Bitcoin is a volatile currency, so while you could easily see a 50% increase in your investment, you could just as easily end up with nothing. It’s up to the seller to decide if they are willing and able to take a gamble.”
Some cars currently up for sale in exchange for bitcoin includes a Land Rover Defender, BMW X5 and a rare 1970 Mercury Cougar V8.
“There are also a few other sellers accepting bitcoin in exchange for Kruger Rands,” says Cobbledick. “Perhaps proving that gold as a store of value is falling out of vogue.”
But the most unusual swop would have to go to an entrepreneurial seller who is offering carnivorous plants in exchange for the cryptocurrency.
Zando Sold 80 Items A Minute During Black Friday – By Doing This
Black Friday has brought immense success for numerous local online retailers – reflecting the potential of e-commerce in South Africa. Why not learn from Zando’s success in 2017 to ensure your success during the 2018 Black Friday sales season?
For South African e-retailers, Black Friday is a big sales event. But you need to ensure you’re prepared for the web traffic and that your e-commerce store can handle the logistics of thousands of orders.
According to Zando, they experience 100% up-time during Black Friday and less than a week after the season sales event, 95% of customer orders have already been shipped.
To help fellow e-tailers perform better next year, Zando’s CEO, Sascha Breuss answers some key questions about the company’s preparations and learnings around Black Friday:
1. How did you encourage greater sales on Black Friday?
Over the last few years Black Friday has developed a following in South Africa, so we benefitted from the existing hype around it. We didn’t focus too much on upfront marketing, but put our energy into flawless execution and of course great deals for the customers.
2. How much planning went into ensuring your store platform ran at optimum?
The real ‘hot phase’ started with the first day of November when our IT department went into a ‘feature freeze’ and we focused 100% on site-stability and scalability.
We went through some intense testing of our site with loads up to 15 times the average daily amount of visitors. So, when the actual day came, we were confident in our systems.
3. How were you able to successfully co-ordinate logistics during Black Friday?
Early preparation and experience from past years have been the key to success. We increased our head count in both Warehouse and Customer Service well in advance so that we could rely on well-trained and experienced colleagues come Black Friday.
4. How did you ensure a seamless experience between your website and your app?
We know that our customers are browsing Zando on all platforms, desktop, mobile and app so we implemented some handy features to make the transition between each platform easier. For example, shared baskets and wish lists are now a feature. Some of the deals however have been app-only and sometimes we reward our app users with early access to shop the best deals. So it is definitely worth it to download our app.
5. How did you scale your entire operation for a single event?
This is easy to summarise in one word – TEAMWORK. The Zando staff did an amazing job and were the backbone of our success. Not only did they put the required extra hours in and worked hard until the job was done, but they also showed real team-spirit. When you called our Customer Service during Black Friday it’s very possible that you spoke to someone in our HR, Social Media or Legal team who helped out answering calls.
6. How did your marketing campaign affect traffic on your platforms?
The most surprising element was probably the high volume of traffic that we saw during the night. Visits started to increase every minute before midnight and during the first two hours of the day we saw peaks that were higher than on our strongest week day. This traffic never dropped with a lot of orders being placed between 2am and 3am on Black Friday.
7. How did your technology systems handle the influx of shopper traffic?
In the build up to Black Friday we added additional server capacity and changed the way we handled the flow of traffic. This made us very flexible to switch on additional capacity wherever required. So it was a combination of intensive preparation, close monitoring and ultimately very little sleep for a couple of days to ensure we monitored our system health 24 hours a day.
8. What was your sales strategy?
For us everything that had a discount of 40%-80%, and was still a relevant and recent look, qualified for Black Friday 2017. Once these criteria were fulfilled we made sure that we had sufficient stock available – in some cases the demand was so high that we brought on additional stock from our suppliers during the Black Friday weekend.
9. What were your biggest learnings?
We have been very successful in our approach to remain true to the idea of Black Friday – offering great deals on relevant product and not outdated clearance ranges. The customer is very educated and will identify a good deal, and we have seen consumers’ negative comments on stores who used Black Friday solely as a warehouse clearance opportunity.
10. What surprised you about Zando’s success during Black Friday?
Thanks to extensive preparation we have been able to achieve an uptime of 100% for the full month of November. We also kept the deliveries and returns 100% free regardless of discount or basket size. It seems like our customers appreciated this approach and we have actually seen very positive sales numbers after Black Friday while we expected a drop. I believe the full focus and investment on the Customer Experience has worked for us.
Team Resolutions: 11 Tips To Uncover Passion And Potential In New Hires
If there’s one resolution HR departments should make this new year, it should be to transform the onboarding experience for new hires.
If there’s one resolution HR departments should make this new year, it should be to transform the onboarding experience for new hires says Michelle Seko, Talent Acquisition Manger at Sage Africa & Middle East.
The importance of a good candidate experience cannot be underestimated. Research has shown that 88% of job applicants are more likely to buy from a company if they’ve had a positive experience when applying for work there. Research has also shown that candidates talk about their experiences with a company, regardless of whether they got the job. Some candidates would even refer a friend to the company and others will re-apply for a future role, if the experience was a good one.
Research also found that:
- 69% Of employees are more likely to stay with a company for three years if they experienced great onboarding
- 33% Of new hires leave before their first anniversary, yet companies with an engaging onboarding programme retained 91% of their first-year workers
- Onboarding programmes can improve employee performance by 11.5%.
Businesses enter into a relationship with a new hire the moment they sign on the dotted line. And, as with any relationship, it will only flourish if built on trust, respect and a commitment to self-improvement.
When you set new hires up for personal success, the outcomes naturally feed into your business’ success, which means you both win.
Here are a few ideas to get the most out of your new hires:
Make them feel welcome
Introduce them to the people they’ll be working with as soon as possible so that they immediately feel part of a team. At Sage, we partner new hires with a buddy, or Sage Ambassador, who helps them settle in and meet new people, contributing to the positive on-boarding experience.
Focus on the benefits
Compelling benefits not only attract the best candidates but also boost loyalty and job satisfaction. People are motivated by different things: one person might value flexi-time while another could place more importance on growth opportunities or bonuses. Focus on the benefits that align with the individual’s values when onboarding.
Set goals early and outline a plan to achieve them
This keeps your team focused, especially if they will be rewarded for achieving their goals.
Monthly, at least. Adjust goals and plans where necessary, reward good performance, introduce new challenges and deal with issues promptly.
Show genuine interest
Regular catch-ups and remembering children’s names, for instance, makes people feel appreciated.
Let your new hires apply their knowledge to business challenges and offer training opportunities outside of their comfort zones. Reward ideas that help you do things better and faster.
People thrive when they can learn from others and when they can share their knowledge. Involve experienced team members in the new hire’s training. This is a great way to recognise and appreciate their loyalty and skills.
Do you have difficult clients? Will the new hire have to work overtime? What are the business’s goals? New hires should know what they’re getting into.
Provide solid training on everything from company culture and benefits, to opportunities for growth
The biggest cost associated with training people is the time it takes for them to become productive. But rushing through on-the-job training could lead to a host of other problems, including repeated mistakes and a lack of confidence.
Openly communicate any changes in the business
Manage your team’s expectations and be clear about yours. Allow new hires to question and understand how you do things and to point out errors – their past experience probably gave them new ideas and ways of working that could boost your team’s efficiency and productivity.
Your mood sets the tone for everyone else. You can have the best product in the world but unless your team is passionate and enthusiastic about that product, you won’t get the results you’re hoping for.
Keeping people motivated and productive is hard work
But if you provide them with the tools, knowledge and support to do their best work and to contribute their best ideas, motivation and productivity will come naturally.
- Sennergi’s David Hounson 4 Tools To Help Weather The (Entrepreneurial) Storms You Will Face
- The Best Conversion Rate Optimisation Tips To Help You Grow Your Business
- How To Make Speedy Decisions As A Leader
- What Kind Of Leader Are You?
- Surge In South Africans Swopping Their Cars For Bitcoin
- What Can Businesses Expect From The Future Of Work?
- Daniella Shapiro Of Oolala Collection Club’s Smart Strategies For Marketing Your Online Business
Start-up Industry Specific2 months ago
How Do I Start A Transport Or Logistics Business?
Business Plan Advice2 months ago
Writing a Business Plan May Not Be Your Idea Of Fun, But It Forces You To Build These 4 Crucial Habits
Company Posts5 days ago
Entrepreneur Profiles2 months ago
10 SA Entrepreneurs Who Built Their Businesses From Nothing