Here’s how to get back into the swing of things 

Devan Moonsamy 

It can be overwhelming to get back to the office and have no idea what sort of social skills to display. As much as we still need to wear our face masks and maintain social distancing, meetings and office gatherings are still held. 

The fact is that pre-Covid meetings were not complicated. However, we now find ourselves in an awkward position of not knowing what to do. Do we need to fist bump, extend our hand out for a hand shake or perhaps even get in on a high five? 

The reality is that there are still people who don’t think that Covid-19 is a big issue and are fine with handshakes and sanitising after. But there are also those who are afraid of social gatherings and have social anxiety. It is in this case when you would find that when you are heading in for a hand shake you get a high five or fist bump. 

It can be a very stressful time for staff members who are back at the office without a full breakdown of the office life in a pandemic. Be it vaccinated or unvaccinated staff, returning to the office can be difficult without the right guidance. 

Here’s how we can get back into the swing of things: 

• Start by being open to the new work world. Having a mindset that is open to change and accepting the world with Covid-19 protocols can be difficult but it what needs to be done to continue operating. It was impossible to think of functioning remotely and now people are able to work from any part of the world. 

• Meetings and work gatherings are stressful but having to now add to the pressure of not knowing what the correct social etiquette is adds further pressure. Before heading into a meeting establish what is the correct method of greeting. If you are regularly meeting clients then perhaps this would be a good time to speak to your manager to find out what are the best ways to greet clients. It can also be something they haven’t given thought to. This might even spark a much-needed discussion round etiquette in the office. 

• It can be challenging to maintain your calm when people at the office are not taking the protocols in place seriously. If your colleagues are not adhering to the regulations you should talk to them about it. Ultimately these guidelines need to be followed. 

At the same time getting back to the office can be a challenge if you have been working from home for a while. 

• Create a new routine. Since heading back to the office, you might find that you are plagued with exhaustion and frustration of sitting in traffic again. A great way to adjust to new world order would be to create a new routine. If you have gotten used to having a work from home life and now you need to go back to the office, try to work a routine that does not seem tiresome and difficult. 

• Getting back to the office also means wearing more than just a sweat pants and a t-shirt. If you need to get a few new shirts or outfits then you must. It is all part of preparing yourself for the transition back to an office person. Remember this is a start of a new year and a time to focus on what you want to achieve. Putting in place the smallest changes can make a great difference in reaching your career goals.

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

Movies always seem to show an employer firing an employee after a heated conversation. It has been dramatized and often misleads the viewer to think that this is how a person should be fired. The reality is that there are laws in place to protect employees from being victims of unfair dismissal.  

The words “You’re fired” have got to be the most feared words for an employee to hear. However, when an employer sees that time and time again an employee is performing poorly, this might be the only option. 

However, the dismissal of an employee does not occur immediately. Infact we can’t observe an employee for a day and then make a decision to fire them. Before we make a decision to let a person go, we must look at how we can help them improve. If we do see an improvement in their work then we don’t need to action a dismissal plan. But if there is no change then this might be the only option we have. 

Dismissing an employee is never easy. It comes with careful consideration and the decision must be made with the correct research and observation.  According to the South African labour guide it is not appropriate to dismiss an employee for a first offense however if the misconduct is serious and the gravity of the offense makes the employment relationship intolerable.  

Some of the examples of serious misconduct range from gross dishonesty, wilful damage to the property of the employer, endangering to the safety of others, physical assault of the employer, fellow employee or customer. In short, whatever the case for the dismissal, it will not be fair if it does not meet the necessary requirements in section 188 of the Labour Relations act. 

When the question of an underperforming employee needing to be sacked comes up, the discussion around who hired this person also becomes a hot topic. As much as the interview process and references are meant to weed out unprofessional individuals, unfortunately some of them slip through undetected. This does not mean the interview process failed but rather a new strategy should be looked into when conducting interviews to eradicate any potential candidates who do not meet the expectation. 

Here are a few ways to help employers manage the situation of dismissal in the work place: 

• Before an employee is sent to the chopping board, we must assess to see if there is any potential for improvement. Chances are that a number of facts could have been the reason for the employee to be in this predicament. If this is the case then it is advisable to do regular catch-up session with your team to evaluate performance and identify which employees need improvement. 

• It is essential that all information around the employee that needs assistance be documented correctly. That means making sure you have emails to show that steps have been taken to get the employee to improve however due to the lack of improvement the steps of termination of employment had to be taken. You should also inform HR of the situation around the employee and liaise with them regularly on the best steps to handle the situation. 

• When you need to fire an employee, it is important that you are clear and concise. Avoid tip toeing around the issue and know exactly what you will be saying to them. It is even encouraged to rehearse what will be said to them. Ensure you know why you are firing them and have the proper documentation. 

• Firing someone is not something to be done on the sales floor. It needs to occur behind a closed door in a private setting. An employee should not be humiliated. When someone is fired at work it also puts strain on the other employees in the office in terms of when they could possibly be on the chopping block. If they are friends with the employee that has been fired, a discussion around what transpired could impact their work spirit. If you let a person, go in a heated argument chances are the rest of the office will hear about it. It is for this reason that letting someone go must be done with dignity. 

• It is crucial to remember then when you have to step into a room to fire someone have a witness, the proper documentation and be prepared for any questions from the person being fired. They might want to know if they should work out the rest of the day or question why they are being fired. Being prepared for some of those questions and also for their reaction to the news is a good way to help them deal with the situation. 

It is never easy to have to tell someone they are being let go but it has to be done. Sending managers and leaders on leadership and management courses can prepare them with the skills needed to handle difficult situations like this.

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 

One of the biggest challenges most companies face at the start of the year is the lack of revenue. After an incredible month of sales in December, the month after can prove to be disappointing as most people are cash strapped. 

This puts businesses under pressure to use creative ways to stay afloat. Besides staff being left with little work and management panicking about the slump in revenue, the issue with the month of January is that it is beyond our control.

Unfortunately, it is difficult to tell if the January slump will last longer than it should. Another contributing reason for this would be the fact that the Covid-19 virus is still operational and people are still being infected. 

As a small business owner, it might be the most difficult time to get by, because sales or not – bills must be paid. This also shows us that businesses are also forced to reassess their strategies and work harder to make January a positive month for sales. 

Instead of allowing the month to take its course surely a plan of action can be implemented to improve the outcome of an unpredictable sales month. If the usual ideas are not showing results thus far, it’s time to try something new. 

But what can be done to improve the situation? How can January be turned around to be profitable for your business?  

Capitalise on the ideas of themes. The start of the year means resolutions and people connecting with a new version of themselves. Use the start of the year to focus on that aspect. If your business offers fitness or diet and habit changes this is a great way to attract customers. It is also the time for people to give up things like smoking or sugar etc. If your business offers these kinds of products then changing your front display to showcase items that support the changes is a great way to get things going. 

A lot of times stores have products that have been difficult to sell. This would be a good time to mark them down and have a bargain table. It will aid customers who are looking for a good deal and help you clear out products that have not been selling.  You must look at your cost and make the necessary price adjustments so that even if the bargain table is working, other items around the store can attract the customers attention. 

It is also a good idea to evaluate if prices can be kept the same from December. Having an extended sale can be beneficial in terms of foot traffic to your store. Customers who may have missed out on your deals in December might take the chance to buy in January if the sale is extended. 

This is also a good time to create more presence with online shopping. Offer free delivery. Businesses are always improving their online presence and running a theme of free delivery for January can guarantee more products being purchased. 

Reward your loyal customers. This means ensuring those that have always supported you are given a chance to maybe have access to new products first. This can also mean enhancing their shopping experience by offering them a further discount for being loyal customers. 

As much as we are encouraging strategies to bring in more money you may also use the month to look at getting the store in order. Look at things like rearranging shelves, stock takes and other admin tasks that might not be able to be completed during the busy period. This can also be a great time to get staff familiar with product knowledge and ways on how to improve customer service.

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 

It’s the start of the new year and everyone heading back to the office might be fixated on implementing their new year resolution. This can prove to be a challenge for those who are not in sync with the “new year new me” mantra. 

If that isn’t enough to get you peeved to be back at the office the overspending from the festive period and the long wait to the next pay day could be the reason for the back to work gloom. 

Whatever the reason for the lack of enthusiasm at the office, something must be done to remedy the situation or improve your working mood. It is important to get the negative attitude out of the way and focus on achieving those work goals. 

Having career goals is essential in transforming your work life and ensuring these well-rounded goals are achieved. Career goals help us to have a vision at work and they steer us in the right direction of meeting the work expectation. 

Here’s how you can get ahead of your career goals 

• Start by getting a mentor at work. If January is the time of the year when you aren’t so busy, then this would be a great time to seek guidance from a work colleague. Conversations with a senior colleague is beneficial and often necessary to enhance the work experience. Don’t underestimate the influence and wealth of information from a mentor. The correct mentor can have a significant impact on the time at the workplace. Try to choose one that will guide you along your journey at the office and offer knowledge on what can be done to improve work quality. 

• Set realistic and achievable goals. This is key in working towards enhancing your career goals. By having short term, medium and then long-term goals that are realistic and can be met it will help you to prioritise your work as well. Having a vision of what you wish to achieve will allow you to do the tasks that need to be done to attain those goals. 

• Find meaning in your work. Remind yourself of your purpose at work and try to focus on what tasks are being down and how they provide meaning for you. Remember it is important to reiterate your purposefulness. Having a self-talk or initiating self-leadership is a great way to move ahead with the plan of action to reach those goals. 

• Achieving career goals can also mean upskilling. If we are on the discussion around self-improvement, this can’t be done without upskilling. This means embarking on short courses and programmes to upskill yourself. Use this time to find out from HR what is on offer for your benefit. Familiarise yourself with the company website and look at what benefits are on offer for employees. 

• If your company does not offer any short courses, then perhaps you could find out if they pay for the employees who study in their field of work. If this is not the case already then perhaps you can initiate this and use it to grow in the organisation.

• Career goals can also be met when you have a healthy mindset. Remind yourself on the importance of a healthy mindset. Seek help for any mental health issues you might have around work anxiety and meeting deadlines. It is important to have a holistic approach to achieving goals. It is one way to start your journey on meeting your career goals.  

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 

As we count down to the days leading up to the end of the year, businesses and offices are usually a buzz with activity around preparations of a year-end staff party. However, since the dawn of the new variant of covid-19 along with increasing cases in the work place, these parties have been met with scepticism. 

Amid the high number of cases in the different provinces, people are still anticipating a small gathering to bid farewell to the year. But what does this mean for businesses who have planned these year-end gatherings on a much larger scale? 

If bookings have been made and caterers informed it would be a major disappointment and loss of funds to cancel now. So how can businesses ensure a safe practice of a year-end gathering amid the 4th wave? 

• Many companies are still office based, for the benefit of those individuals having a gathering in the office should still be on the table. Perhaps look at hosting it in house where a caterer can provide individual meals as opposed to a buffet or help yourself.

• It’s also great to check in with staff on who would be comfortable to be part of a gathering during this time. A lot of people are still not vaccinated and might not want to gather with the risk of the 4th wave. Having a conversation around what works can be the answer to getting staff to be more excited about what to do for the year end function. 

• If you have taken to keeping things strictly online then this is the perfect time to take a fresh view on stale virtual gatherings. Initiate an online office party in which you send a box of goodies for your staff member or order them something using an online caterer to deliver to them. This will take away from the online monotony and give the team a chance to have a gathering that is virtual and engaging. Plan fun games or even quiz night to make the online gathering exciting. 

• Try not to make the year-end function seem to be compulsory. As much as we would like to use the time to compliment and commend everyone on their great effort for the year, we must also be mindful that many people who have not vaccinated will not feel comfortable to attend the gathering based on their unvaccinated status. It should now be optional as opposed to compulsory especially when most people are taking precautions and staying away from gatherings amid the 4^th wave.

• It is for this reason that online or virtual gatherings are the way froward. Try to be innovative about thanking your staff for a good year. Whilst most people are planning to stay indoors and wait out the 4^th wave, many have been left disappointed as their plans were cancelled. As a result, the festive spirits might be low. It would be advisable to perhaps ask your team to join a year-end do virtually with a complimentary snack box and perhaps an evening of kind words and music to show gratitude to the team. If that fails then simply rescheduling a year-end lunch after the 4^th wave should be considered.

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