5 FAB COMPANY CULTURE ELEMENTS
Company Culture – the buzz word of the decade! But, what does it mean and why should you be focusing on it? If you take only one thing from this then know that a hostile, negative environment is not a good place to be. Developing a company culture needs to address that, first and foremost. However, in creating a company culture, you need to also look at your, the owners, personal values. If you haven’t already gone through this exercise, I suggest you do this first. List what you consider your top 5 values in life and convert those into working values for your business. There are obvious ones, that should be … well … obvious, such as integrity, honesty, ethics, but you can dig deeper and find others that speak to your unique value system. 5 Elements that you need to ensure you apply, once you have your company culture values intact, are: 1. Be upfront about what your company culture is about – right at hiring stage Employing the people that fit your company ways is vital to sustaining good staff. You can ask certain questions that will let you see just whether they mix well with you, your business and the other already established employees. 2. Let existing employees know what the company culture is all about Maybe you have worked about-face and only now decided what it is your company values are. Well, don’t leave your workers in the dark. Tell them, make it clear, and even consider visualizing it on your entrance wall or as a screen saver on their computers. 3. Let your team know that they are a team Many businesses exist in an island scenario, with management sitting so far away from the rest of the people, that they cannot bridge the gap. And, we don’t mean literally only here. We mean in terms of actually connecting and engaging with staff. If they feel isolated, then they wont do justice to your business and they certainly won’t stick around long. 4. Be the voice You cannot expect others to follow a methodology you have instilled when you don’t live it. If you want openmindness, then you need to show you are openminded. If you insist that there be a casual, you-can-talk-to-me-about-anyting attitude, then don’t be slamming doors in your staff’s face. Live by what you profess are your company values. 5. Communicate it over and over again Make your company culture an integral part of everything you do, and bring it into meetings, projects, client liaisons, and all that your business gets involved in. Reiterate the values whenever you get the chance, lest anyone forget them.
DO THIS WHEN YOU HAVE NO MOTIVATION LEFT
It happens to the best of us. It can hit you in a blast or it can slowly creep up on you, knocking you down inch by inch. Staying motivated can be tough. When you have looked for all possible pick-me-ups, when you have listened to all the podcasts you can find, and yet you still cannot find the motivation to get up and busy, then you need to dig deeper. First, look to what has worked for you in the past. Either replicate that method or find something new but similar. It may trigger you into that same mode of movement towards a positive end. Connect with at least 5 people that you know can help you. Schedule a coffee, ask them when you can Skype call them, or simply pop them an email and reach out. People can be your greatest saving grace. Give yourself a break. You don’t need to be perfect all the time. You are allowed to have moments where you are down and out. Sometimes, your body and mind is telling you to take a break. We are not promoting that you give up – no! Not at all. But, taking a breather, a respite, can help you to reboot and carry on. Take a look at your health situation. Your low mood may have much to do with your fitness and health status. Assess if you have been eating well and if you are getting in at least some exercise every second day. Even a brisk walk can help you to clear your head and set you on the path to recovery. If you find that no methods are working, you may want to seek professional help. Insomnia, lack of appetite, low libido, stomach cramps, headaches, and the wish to be alone are all signs that depression is setting in. While independently they may be because of other issues, its best to have yourself checked out soonest. In ending, thinking about what could be the source of your low motivation could be just the trick to getting you out of the bad mood. Fix it as quickly as you can and try to move past it – telling yourself that it is just a phase. Please note, as well, that we are by no means giving you qualified professional advise here, but rather our insights after many years in the entrepreneural zone.
HOW TO BE A BETTER MENTOR
We all are mentors to someone, whether we realise it or not. Ensuring you keep your mentor skills honed is important so that you can give of your best to others. Whether it be your child, your employees, your colleagues, or a friend, you want to know that the way you mentor them brings on results. LISTEN Having two ears and one mouth may be just the way we were created for aesthetic appeal, but using them accordingly is also a good idea when it comes to mentoring. Listen to what your prodigy is saying, where the issues are, why they are needing your assistance, and then before giving them your insights, collate a proper detailed response. SET EXPECTATIONS Having a goal or goals to aspire to is helpful for you as the mentor and of course helpful to the mentee. Have the mentee write them down and constantly go back to them to gauge how far they are nearing them. CHECK IN – OFTEN While this may not be your full time job, as a mentor you want to be checking in with your student (as that is what they are) on a regular basis. See whether they are on the right path according to those goals. Send a quick message. Make a phone call. Or even pop them an email. Being available is also another way to help them. LEARN HOW TO BE EMOTIONALLY TUNED IN The art of empathy does not come naturally to most, so learning to understand others situations and feelings is a great tool to have. One mustn’t get too involved though, so stepping back and assessing the level of interaction can help the mentee. NEVER ASSUME Always ask. No matter what you think or have an opinion on, always ask your student first. Assuming something can be the undoing of months of mentoring. Once you have all the information, then you can devise a plan to moving forward. BE HUMAN No one expects you to be perfect, and in fact, its best that you are not. Showing that you have made mistakes and aren’t infallible, will put you in good light with your mentee. Open up and let them know that you can relate.
3 SIGNS YOU MAY BE LOSING A SALE
You know that feeling, when you just know something isn’t right, but you can’t put your finger on it? It happens to the best of us, and when you may be losing a sale, it can eat at you. Recognising the signs when a sale is about to fall flat could just turn it all around. Sure, you won’t win them all, but you may win more than you have been if you just look out for the signs. And, of course, try to do something about it. It also may just save your job. 1. The client doesn’t ask any questions When the don’t ask questions or stop asking, its a sure sign they have become indifferent and may be looking elsewhere. An interested party will always enquire about a product or service. HOW TO TURN IT AROUND? If you have given all the intel you possibly can, try to see what the client’s issue may be. Remember a client buys into something because it can solve a problem. If your offering isnt solving a problem or is too much out of their league/budget, then rethink your original proposal. 2. You are dealing with the junior manager and not the big dog While many deals can happen dealt with from the bottom end, most times if you have been handed down the ladder, they are just looking to fob you off. HOW TO TURN IT AROUND? Its tough to get to the top of the scale, but there are many sales techniques which can see you either sitting in front of the right person or at least on the phone with them. Do some research and see how you can get closer. 3. They ask for a proposal/quote upfront If they havn’t bothered to see you, talk to you, or even be referred to your website, and only want a quote, more than likely they are shopping around. They are gathering quotes and you have a really small chance of getting a slice of the pizza. HOW TO TURN IT AROUND? Make it a mission to speak to the right person and find out what their needs are, what they are looking for. When you do submit your proposal let it speak to their issue, let it solve the problem, and in addition, give them some free advise too.
IS HIRING A FREELANCER A GOOD WAY TO GO?
There are times where you don’t necessarily need to employ another person, but when a big project comes up, you do realise you need more hands and heads. Hiring a freelancer could be the way to go. Stats show, in the US alone, that 47% of millennials are freelancing. In South Africa there is a large freelance workforce available to you too which can help your business on an adhoc, contract-style basis. With a freelancer you don’t need to worry about recruitment contracts, UIF and PAYE payments, and all the other permanent employee legalities. There will be paperwork involved though, so know your rights and what legal aspects must be attended to. In terms of hiring a freelancer, one must also look at the worker as someone who can add vast value to your business as a whole and not just the project at hand. Do not make the mistake of treating the freelancer like an indispensable commodity. You never know the impact they may have on your business. Very often people who choose to freelance, whether on a permanent basis or part time, choose to do so because they either do not find they fit into the mould of 9-5, cannot work with others in an office environment, prefer their autonomy and independence, and like flexibility. Freelancers are a different kettle of fish and companies should realise this when going into a contract with them. They cannot be moulded into a role that doesn’t fit a freelancer pattern. The parameters of the contract must be viewed quite differently and be adaptable to give the freelancer freedom to work as they need to. This can be scary for a business where keeping to budget is key, so a clear brief, a clear quotation for services, and a clear contract must be laid out upfront. A few quick pointers to take note of before hiring a freelancer: 1. Clear outline of the hours to be worked 2. Ensure your permanent staff and the freelancer meet and are aware of the rules 3. Have regular and set meetings to prep for the week and recap after a week
AI, COMMUNITY PLATFORMS AND TECH GIANTS
AI, Community Platforms and Tech Giants, these are hot topics currently alive in HR and Recruitment, but are we really understanding how the game will change once these products go to market? AI and recruitment, as a mix, are not far off from our future. I recently attended a IBM Conference where I got some first-hand insight on AI, and other interesting products already in the market. With a smart Development team, you could basically have a system that takes/ receives specs or even generated well developed specs for you and place adverts on all job boards, especially on social media. In addition, this new system can shortlist candidates, tests candidates, personality profile candidates, choose the best option, negotiate the terms of the contract and salary, get the contract signed, and learn all your staff’s functions by monitoring everything they type, say, watch and do. The core key AI that will apply, is to learn your function, spot weaknesses and train you, learn strengths and share them with peers and basically develop super HR staff and eventually do their jobs better than them. AI includes factors such as emotions and feelings. It will be faster and will process data faster than that of a human. IBM already has these products available and with a smart Development team. You can put together a highly intelligent and smooth functioning solution to make it your own. Microsoft has just made it clear why they were so determined to beat Salesforce in the battle to acquire LinkedIn. Microsoft’s partnership with LinkedIn will see them launching a similar and intriguing system to utilise skills, anywhere in the world, at any time. Developing products like their very powerful CRM, LinkedIn Data base, AI and bots, they seem to be putting together a game changer. Microsoft pretty much has access to a 500 million-strong workforce to tap into. Not only can you find the best person for the jobs, based on LinkedIn testimonials and more, you can order them for the job and add it to their schedule. HoloLens might just offer the solution with someone around with good enough skills to be guided through the job. LinkedIn + HoloLens = Microsoft being able to make that happen for you. Microsoft has a colourful history with chatbots. In 2016 it launched a chatbot that turned into a genocidal racist, and another year later they called Windows 10 “spyware”. They seem to be getting chatbot’s right and I am sure a lot of the communication of the future on social sites will be with chatbots. It has been speculated that the giant Tech companies have their eyes on the other big platforms. It is not just a HR/Recruitment Solution. These sites plugged into the correct CRM with the correct AI and chat bots can and more likely will change the consumer market as we know it. The race is on. If you think I am talking the future, you are mistaken. All the newly developed tech is already present and companies like Microsoft are putting the dots together. Are HR departments and staff at risk? Is the recruitment industry at risk? What do you think?
DISMISSALS – A FEW WAYS TO HANDLE
Let this be clear. This cannot not be used as a tactic to get rid of employees. With handling dismissals, there are procedures to follow and they need to be fair. There needs to be actual poor work performance, incompatibility or ill health, to be able to start the negotiations for employment at a lower salary, a more junior role in the organization or to dismiss them based on incapacity. The employer must ascertain whether the employee is capable of performing the work that he was employed to do, and if not the extent to which he is unable to perform those duties. The employee is entitled to participate in this investigation, which may require further medical investigation, and the employee can also be asked to demonstrate his ability. Dismissal based on incapacity due to ill-health, incompatibility or poor work performance, depends on the question whether the employee can fairly be expected to continue in the employment relationship. One must bear in mind the interests of the employee, the employer and the equities of the case dismissal based on incapacity due to poor work performance. This needs to be documented, and the employee needs to receive guidance in the form of appraisal and training, if need be. Other factors to be considered when handling possible dismissals would include the nature and cause of the incapacity, the likelihood of recovery and improvement or recurrence. The period of absence and its effect on the employer’s operations must also be considered as well as the effect of the employee’s disability on other employees. If the employee’s duties cannot be adapted in such a way that the employee is able to fulfil those duties, and no alternative position is available, then dismissal may be justified. If the employee is offered a lower position and reduction in salary, then the lower salary will apply. Thus, it is obvious that the principles of procedural fairness and substantive fairness applies to such dismissals, as it applies to all types of dismissals. Should the employee not accept alternative employment at a lower salary the following factors need to be considered: When deciding whether a dismissal for incapacity was fair or not, the following must be considered: · whether the employee failed to work to a required standard · whether the employee was aware of the standards · whether the employee was given a fair chance to meet up to the standards · whether dismissal is the right punishment for failing to meet the standards Handling dismissals based on poor performance will only be fair if the employer: · has given the employee proper training, instructions, evaluation, guidance and advice · assessed the employees performance over a reasonable period of time · investigated the reasons for continued poor performance · investigated ways of solving the problem without resorting to dismissal · gave the worker a chance to be heard before deciding to dismiss Handling dismissals for (temporary/permanent) ill health or disability will only be fair if the employer: · investigated the degree and duration of the injury or incapacity · considered ways of avoiding dismissal, for example getting a temporary worker until the sick employee has recovered · tried to find alternative work for the employee to do · tried to adapt the work so that the employee could still do it · gave the employee a chance to be heard before deciding to dismiss How severely ill or disabled the worker is (degree of incapacity) and for how long he or she is likely to remain ill or disabled (duration of incapacity), as well as the reason for the incapacity, will be considered when deciding whether the dismissal is fair or not. More effort is expected of the employer if the employee was injured or became ill because of their job. Handling dismissals is a sensitive process and because the law is tight, one should approach a specialist if you are not sure.
How to ensure your employees stay loyal
No matter the size of your business, you want to ensure your employees stay loyal. The process of recruiting alone is a tedious one, so best get it right the first time and then work on keeping your employees happy. Some say loyalty doesn’t exist within a company but ask the guy that has worked for 40 years that question, and there are many like him out there. So, what can you do to keep your employees loyal? Building a relationship is key and we don’t mean become buddies with your staff. Showing genuine interest still goes a long way and finding out what makes your employees do what they do well – these can help you understand them better. Employee Freedom This can work itself out in flexible work hours, trust when dealing with clients, and delegating tasks that you would normally hold close. Show, don’t tell The age old – lead by example – stands true with employer/employee relationships. How can you expect them to stay true if you cannot show them just how things should be done? You may make mistakes and its good that they see that too – it will help them realise you are human too and bring them closer. Purposeful Purpose Help your staff understand why they do what they do. No matter your product or service, they have to get it – the WHY you have this business and why you are there in the first place. Give their duties purpose and you will definitely be able to help your employees stay loyal. Be there for them In good and bad times, don’t be that guy that drops them. You and your business will go through ups and downs, and so will they. Unless they are pulling the wool over your eyes, find out the genuine reason they are not managing, and try to help. Good staff are hard to find, but sometimes we don’t realise we had good staff till they are gone.
Contract vs. Probation
I often get asked to place a permanent employee with a company then receive a three-month contract as an offer of employment. I fully understand this, it minimises risk and makes it easier to get rid of the candidate after the would-be probation period. But, isn’t as risk free as people may think. Today, we discuss contract vs. probation, and which is the better way to go dependent on your circumstances. Here are the guidelines pertaining to the law: Section 83 A of the BCEA goes further in the definition of “employee.” It states that – A person who works for, or renders services to, another person, is presumed, until the contrary is proved, to be an employee, regardless of the form of the contract, if any one or more of the following factors is present: The way the person works is subject to the control or direction of another person; The person’s hours of work are subject to the control or direction of another person; In the case of a person who works for an organisation, the person is a part of that organisation; The person has worked for that other person for an average of at least 40 hours per month over the last three months; The person is economically dependent on the other person for whom that person works or renders services; The person is provided with tools of trade or work equipment by the other person; Or the person only works for or renders services to one person. There is not only the legal side to consider, but you also need to understand that the risk is high. A candidate could except a permanent position for security reasons, even if only on contract. This is “OK” if they are not a good match, but what if they are the perfect match and you lose them? While under contract candidates are also not entitled or eligible for membership of the company pension scheme or medical aid scheme, this also is risky for a contractor, and could sway them if offered a permanent job. So, what is better – contract vs. probation? My first question, when presented with a contract to test the candidate prior to permanent employment contract is, “Is this a contract because it is project or contract driven, or is it a contract because you are looking for a risk free option?” If the answer is risk related, then I advise the client to go the probation option. Use a Limited Duration Contract for a contractor and a Permanent Employment Contract, with a probation clause, for a permanent employee. When offering permanent employment with probation, please make sure there are performance appraisals recorded. Any issues that arise need to be recorded in these appraisals. The candidate needs to be informed of what they are doing wrong and guided on how to complete the task correctly. You can basically address all disciplinary issues in these appraisals. Should you not want to extend permanent employment after the trial period, you are within the rights of your administration. If you are not sure, you could consider extending the trial period. You cannot use this as a roll over strategy, but you can do it to give a candidate the benefit of the doubt to prove themselves. The main difference between employee and Independent Contractor is the nature of the contract itself. It must be determined what the intention was of the parties to the contract. Was the intention that it was supposed to be a contract of employment, or was the intention that it be an Independent Contractor relationship?
People Lie in Interviews
People lie in interviews. Fact! You’ve been looking to fill an important position in your business for months now, and after hundreds of resumes and dozens of interviews, you think you’ve finally found the perfect candidate. Their skills and experience are exactly what you’re looking for. He has got a great attitude and your team loves him. But are they maybe really too good to be true? People aren’t always the most truthful in interviews. When you really want to land the job, it can be easy to exaggerate, or stretch the truth a little bit. You’re in the hot seat and the pressure is on. People lie in interviews and say that they are very hardworking and never fail to always give exceptional work. This is so that they give the impression that they are perfectionists and never disappoint those who expect so much of them. Its estimated 38 percent of people have embellished their job responsibilities on a resume. So, rather contact prior employers (not just references) and get as many details as you can about the candidate’s job duties and descriptions. If employers won’t or can’t provide these, try tapping into LinkedIn to see if the candidate’s description of his or her past roles matches what’s on the resume. Candidates mislead you with current salary and salary expectations. Ask them for their last 3 pay slips and then decide on a reasonable increase. If the expectation is more than a 20% increase on current package, start asking questions like “what extra value are you bringing or offering to justify the increase been above market rate?”. Those who have leadership skills are always willing to try and salvage a problematic situation or they do their best to take control when things go wrong. That is why a big lie, which many people tell is that they say that they have exceptional leadership skills, even when they do not. People lie in interviews about their reasons for leaving. It is important you ask referees why they resigned. Its estimated 12 percent of candidates lie about dates of employment to cover gaps. You can contact previous employers to confirm dates. We also use the credit check to confirm dates. The credit checks we do list employment and employment dates. If someone omits a previous employer we also pick it up here. Companies believe that working in groups yields the best result and that is why so many people feel compelled to tell this big lie. At the extreme, candidates may purchase diplomas from online or falsify documentation by adding their names to a friend’s qualifications or even claim certification from people with the same name and surname as them. We check qualifications through a service provider, using the ID number matched to the qualification code to make sure it is the correct person. Candidates often say they are prepared to travel or relocate under pressure, but change their mind the next day. Relocation and commuting is a big issue and the candidate should have time to think and consider if the travel is manageable and realistic. Nowadays all employees are expected to be people-friendly, simply because they interact with a lot of clients. Keeping clients happy is one of the major task of employees and if employees are not approachable, they sooner than later will prove to be a real liability to the company. This is another big lie which many candidates tell during the interview, because they know that this is an ability which is truly sought after. Besides that people lie in interviews, there are many people who have the habit of gossiping. Such individuals just wait for an opportunity to talk ill of others and to spread vile rumors. Indulging in such gossip is very immature and childish, however sadly it is something which almost all of us take part in. This is certainly one of the biggest lies which people state in the course of the interview just so that the concerned recruiter gets the impression that the individual is someone who is mature and not interested in petty things such as gossip. On my social media history, you won’t find any racist, inflammatory, sexist or controversial remarks. Yeah, right! Millennials are quickly realizing that those offensive tweets they sent a couple of years ago or that rant they posted on Facebook about their ex-boss just last week, are coming to bite them in the butt. Check their social media profiles, the FB, LinkedIn, Twitter, Instagram, and other platforms. Everyone should conduct at least a five-minute research on the company to get a rudimentary grasp of the business, history, mission statement and so on. The interviewer will likely ask a follow-up question to ensure you actually did find out more about the firm. If you want to get away with the lie the best thing to do is to ask generic questions or say “I couldn’t find any information on (fill in the blank). Could you explain more?