Devan Moonsamy 

The unemployment rate in South Africa is alarming. Each quarter Statistics South Africa reveals the percentage of South Africans who are unemployed. The numbers are shocking, scary and something must be done about it. 

This exposes the reality of how a number of families are struggling due to the breadwinners being out of work. How do these families make ends meet? The unemployment unearths the reality of poverty in South Africa which not even a support grant can remedy. 

It also shows us how difficult the circumstances are with the existence of Covid-19. The loss of jobs due to the pandemic has contributed to the unemployment rate in our country. 

What can be done to remedy this? 

How can South Africans turn around the circumstances? 

Entrepreneurship must be considered as a possible way forward in turning around the slump in employment. It can start out as a vision for something you believe in and turn into a complete success story. But whether you are embarking on this uncertain journey with nothing but an idea, the reality is entrepreneurship is a risk. 

However, it should not be the reason to not take the risk. It is essential to be open minded and to do due homework around the business idea you might want to explore. What needs to be seen is what are the pros and cons of doing this. 

– The advantage of being an entrepreneur is that you have the opportunity to start something that aligns with your frame of thought. You have the opportunity to mould a firm that breathes what you believe in. Being an entrepreneur means you can create a business that supports your passion. If your values are to save the environment or create more jobs for people with disabilities, being an entrepreneur gives you the space to do that. 

– When you start your own business, it also gives you a chance to grow. This means always improving your skills and knowledge on managing people and maintaining professional growth. 

– Being your own boss means you can be flexible and also be your own boss. You are able to harness your leadership skills and improve the way in which you engage with people. This means you get to choose your clients and the people you want to do business with. 

As we gloat about the brilliances of entrepreneurship, we can’t ignore the disadvantages and challenges. 

– The biggest challenge is that, this is a financial risk. There isn’t a guarantee of financial turnaround in the initial days. As an entrepreneur you would need to scout for investors, capital and perhaps even a set clientele to get your product of service out there. 

– Being an entrepreneur means never having the luxury of having time off. This means not having set work hours. This can pose as a challenge for someone who might not be familiar with a schedule that isn’t 9 to 5. 

– You might also find a team that are not as invested in your idea of work and values. The brilliance in any organisation shines when there is exceptional teamwork. If you don’t have good teamwork at the get go, there is a risk of having negative results. This might discourage and leave team members feeling disoriented for joining a start-up. 

Ultimately, starting a business needs a plan. Before going in head first, gather as much information as you can to support your idea and vision. Take the opportunity to get started on that long term plan you have had on selling your own product. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Here’s how to improve vaccination legislations in the workplace

Devan Moonsamy 

This week the CCMA ruled that the dismissal of an employee for refusing to get the Covid-19 vaccine as fair. A news source online stated that the employee could be dismissed for refusal to participate in a creation of a safe working environment. The investigation yielded that the company did follow the necessary steps in terms of getting employees updated on information and even had an exemption clause in the policy, but the employee did not meet the exemption needs. 

The latest in the way of vaccinations has brought to light the need to get staff on prepared for policies that will be implemented in the office that could go against their beliefs. Despite the virus still making waves and escalating case numbers, there is still many people refusing to be vaccinated. 

This incident also uncovers how companies going forward will be taking the route of making vaccinations mandatory. 

What does this mean for staff members? 

Will they be at the chopping block for refusing to be vaccinated?

How does implementing a mandatory policy impact on productivity? 

These are some of the thoughts swimming through the minds of employees uncertain on what plans around the vaccine might mean. 

That being said it is crucial for businesses to prepare adequately for how they will be handling the situation around making vaccinations mandatory and what to do with those not abiding by the policies. 

Here’s how to handle policy changes around vaccinations 

• Policies are crucial. Having clear and precise policies that educate employees on what the company will be doing helps them prepare for the change. A policy can’t be implemented overnight. You must give your team a time frame in order for the policy to come into effect. This must be communicated to all staff in order to prevent misunderstandings and miscommunication. Infact ensure staff sign an acknowledgment of policy changes to prevent any shortcomings around action taken by the policy. The time frame is necessary to roll out polices. Be it a 3- or 4-months deadline, it gives staff to time to prepare for the change ahead. 

• Before rushing to the decision of dismissal for staff not wanting to vaccinate, host discussions around the vaccine and eliminate any confusion or fear. People could be afraid of taking the step due to fear implemented by videos or information online. Having a portal where information can be accessed helps staff to lean towards understanding the process of vaccination better. Get specialist and officials knowledgeable on the vaccine to speak to staff around their concerns. 

• When a staff member is resistant to the vaccine, have a sit down with them to identify why they might be feeling this way. Perhaps they just need a little more convincing or they are dealing with something right now. Whatever the case, look at how to better assist staff who are on the fence about the vaccine. 

• Try to offer work from home options for those not yet ready to vaccinate. This has proven to work for the bulk of people hesitant about the vaccine. Once the policy becomes mandatory then a conversation can take place about the way forward. 

• Ultimately, if all practises have been done above board with regards to implementing the policy and after the implementation there is a dismissal that must take place ensure it is done dignifiedly. Prevent any long battles and engage with staff timeously to get them on board with the way forward if they refuse to vaccinate. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

Have you noticed how many companies advocate for their workplace as being a family? 

They say things like

 “We are all like a family here.” 

“You are not part of our family.” 

“We don’t work as a team but rather as a family.” 

This comes as no surprise because theoretically we spend most of our day with our colleagues at work. The relationships we build with our colleagues also help us grow in our careers and they also provide support for us in our personal lives. It is for this reason that it makes sense to brand the relationship we have at work as ones we share with our family. 

But the reality is that the way this might be accepted by your employees, highly depends on the work environment and culture you are in. 

The idea of treating the work environment and your staff as a family might be doing more harm than good. This could leave staff feeling conflicted with the term as the work environment might not be as the one of a family.

As an employer you might be after a high-performing, productive and dedicated worker who will bring in results. Sometimes adding the “family” element to the equation might lead to the fostering of a relationship and then an expectation that if it is not met might, then it will negatively impact the professional relationship.  

Another reason why referring to the work environment as a family might not be the best idea is that the lines begin to blur. The personal and professional lines start to become conflicted and as a result it becomes difficult to distinguish between the two. 

When we start referring to the office as a family environment it might put pressure on people to start sharing personal details of their lives. This might already be happening but we must acknowledge that not everyone will want to share details. Some might not be keen on sharing information about their lives and because of the family friendly environment the pressure they would be under could make them dislike this work culture. 

You might also find that creating a work culture that insinuates you are all a family might leave employees conflicted. Does this mean the employer are the parents and employees the children? This could pose a challenge because some people might not share the best relationship with their parents so this would create a problem with emotions are people allowing this personal issue to impact their work. 

It might also become difficult for an employer to let an employee go because in a family you don’t fire someone or put them through a performance review. The reality is that relationships between an employer and employee and temporary and at some point, they will come to an end. A healthy work environment is one that understands that. 

What to do instead? 

Instead of referring to your office environment as a family try looking at how to support your employees constructively. Refer to the team as a tribe or some type of sport team that works together to achieve objectives. By doing this you remain unbiased and maintain a culture of effectiveness and professionalism. 

It also helps to set clear boundaries so that the employee understands what your expectations are. It is important to support your employees. Ensure they are aware of their rights and responsibilities. The role of HR plays a great role in making sure that no employee is treated unfairly. You may not need to call your team a family but you must ensure their journey in your organisation is one that is fruitful. 

We must also realise that at the ned of it all the relationship between an employer and employee is transactional. The fact is that most people won’t stay at the same firm forever and that is perfectly fine. Growth is inevitable and it must be encouraged. When employees feel like they have outgrown a company and the conversation comes up, it must not be seen as a betrayal. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

Congratulations to the class of 2021 on achieving an impressive matric pass. Statistics have revealed that there has been a high improvement in our results as a country and we applaud the learners and educators for their hard work. 

As we celebrate the success of the class of 2021, we must remember the candidates that did not fare as well as their fellow classmates. Every year around the time of the release of the matric results we find an increase in the number of help lines made available to help those matriculants who have not passed. We also find information circulating to show matriculants what they can do if they have not achieved the desired results. What we don’t see is encouragement as to what is available other than completing matric. 

Failing matric has always been met with a stigma of it being the end. Yes, grade 12 is the final year of a person’s schooling career but not passing that year does not imply that there is absolutely nothing else a learner can do. What we find is that due to the lack of knowledge around information on what an individual who has failed can do, the benchmark is already set by society that if you fail matric, it’s the end of the world for you. 

This is definitely not the case. If you have failed matric, it is just the beginning. This does not determine your entire future. As much as this sets back your plans you might have had to enter university and get a start on that glamourised campus lifestyle, failing might present you with an opportunity to assess your future plans. 

The fact is no one wants to fail. People don’t sit for an exam and hope to fail. Everyone wants to pass and when someone does fail it just means they would need a do over in order to get to where they want to be. 

One of the challenges of failure is that people celebrate success and shame failure. This should not be the case. If someone in your family or community has failed it does not determine their capability or make them a failure. It just means they would need to take another opportunity to get to where they need to be. 

Businesses, University and Colleges require a person to have their matric in order to get a job or enlist for a qualification. This benchmark is a necessary requirement that will allow the company or institute to meet the criteria they have set out. 

But this does not mean if someone has not passed matric that they are not capable. Having a matric qualification is a gateway to different qualifications and jobs. But not having a matric can also produce a successful individual. 

• Without matric an individual can start their own business. Whilst doing this they can look at alternative methods to study and keep the academic wheel in their life turning. 

• If you have a talent for photography or any other specific hobby turned career, get information on short courses being offered and study that. 

• Shadow or intern while trying to decide the next step. If you have always wanted to be a chef or baker, get in touch with someone in the field and shadow them for a while. 

• Whether it is fitness, modelling or being an influencer, have a vision of what you want to dabble in and make strides in getting into the field.

• Many organisations offer learnerships, enquire about the minimum requirements as some just need a grade 11. This can help you be productive whilst you rework your 5-year plan. 

Alternatively, if you want to get ahead and on track with the plan you mapped out for yourself then look at doing the following: 

• Go to your school and find out about the remarking or rewriting. Enrol for the rewrite and get ahead of the results. 

• Study hard for the rewrite and whilst waiting for the results focus on getting your learners and eventually license. 

• If you want to use this as a gap year then go ahead. But you must remember to spring back soon into the academic field as once you get comfortable with not doing something academically it becomes harder to get back into it.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

Internships are vital for those candidates who want experience to help them get the job that they want. It also allows them to build the confidence and knowledge on the field they are setting out in. 

Being an intern means putting in long hours, doing the menial tasks and accepting that for a while it will be tough until you can meet your goals. But internships can also pose as a gateway to exploitation. This can also be a time where companies can exploit someone’s dream in order to get free or cheap labour. 

If you feel you can’t take on the internship anymore, that the work and person you are interning for is exploiting you, then it might be time to speak up about it. As much as you might be afraid of what people say the reality is that this is about you and your career.

Infact, when you tell your friends and family this is what you are going through, they might encourage you to rough it out and remind you how great being an intern for this firm might look on your resume. 

But the reality is we need to change this mindset. It is time to let go of toxic work culture and introduce a more holistic work environment that thrives on employee wellness. An intern is part of the business and they contribute to you company with their prospective potential.

Internships don’t necessarily have to be negative and leave a bad experience for someone. There are many people who have had good experiences and have even been offered employment after interning. 

As an intern there are numerous challenges. You might feel deflated by the lack of perks you get and maybe the enthusiasm on day one might wither away as the time passes by. It might make you feel negative and you could lose hope of ever working in the industry. So, the big question is are internships worth it? 

Yes, they are.

Doing an internship means not knowing what to expect. This can be scary and it can leave you feeling uncertain. Whether you are doing coffee runs, answering calls or even just making photocopies, being an intern is all about the experience. 

It must be emphasised though that if there is an ounce of unpleasantness then a conversation around the challenges must happen. Speaking to a manager or the person you are interning for can significantly improve the work experience. 

At the same time companies are also responsible for the way they treat their interns. The work environment must be conducive to them. It shouldn’t be viewed as, if someone can withstand the pressure and criticism they aren’t cut out for the job. Having an intern means an opportunity to nurture someone’s potential to be of use to your business. 

Here’s how companies can improve the workplace experience for interns?                  

–       When you implement an internship programme ensure that your employees are made aware of the programme. The benefit for the employee is that they would be someone to help with them with their work load and for the intern this gives them a chance to learn from someone with knowledge and experience. 

–       Have the intern be groomed by someone that is passionate about their work. If the intern is paired with someone that is negative and constantly criticising the business then they would be entrapped by the negativity. An intern is there to explore and gain experience in the field. They don’t need to be the one that receives negativity from a staff member who resents their job. 

–       If your budget permits, make sure the stipend is realistic. It can’t just be covering transport cost. If the intern is expected to pitch up for the full duration of the office hours-plus overtime ensure they are able to be remunerated accordingly. Remember this person is fresh out of college with no experience. You are giving them an opportunity to gain experience but surely, they can also gain some financial support to keep them motivated. 

–       Check in on your interns. It is always a good idea to just get an update on how things are going. They could be having a great experience and want to share that with you. If something isn’t going well perhaps having this check in can help addressing it. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com