Devan Moonsamy 

Scores of people have been let go from companies as they battle to recover following more blows by the pandemic. Companies have also been forced to close their doors as they battle to keep up with the ongoing changes with Covid-19. 

The work life as we know it has evolved with people working remotely, to some having fewer work days and for others having to take the retirement option. But the question is are people ready to retire? 

Unfortunately, the reality of surviving in a pandemic has not just seen the strain on the health of people but their financial well being as well. Statistic SA published information showing that at least 8% of working South Africans have lost their jobs in the pandemic.

They also show that around 25% of employees experienced a reduction in income during the lockdown and there was a 10% increase in employees reporting no income during lockdown. 

The numbers are an indication that it will take time for us to recover from the aftermath of the Covid-19 pandemic however while we are on the road to recovery how ready are for the possibility of an early retirement? 

If retirement is on the cards, it is essential that due homework be done before considering the option. Retirement means having careful considerations into what happens next. For many the idea of retirement means sitting back and taking a breather after a long time of working. However, given the current economic challenges this might seem difficult. 

When someone takes their retirement package the idea that it is time to be my own boss might seem like an appealing possibility but the reality is that given the tough economic times this means careful consideration into business propositions. 

Now that many have taken the packages and we are left with staff members not yet eligible to retire perhaps we could implement strategies to prepare staff for the retirement journey. As business owners it is essential to get your staff knowledgeable on financial wellness. Start by doing the following: 

• If you current do not offer any financial wellness benefits perhaps it is time to look into one. It does not have to be an expensive investment like a dignified financial professional in the office but perhaps the aid of a service provider that will assist with the questions related to managing finances better. The aim is to get your staff to see that you understand their issues and hear their concerns and you will take strides to address them. 

• Having a retirement savings plan for staff is not enough. The truth is most staff will use the retirement funds not just to retire but to perhaps pay expenses. This is not the end game. Ultimately it is the individual’s choice how they spend their money however it is good to have knowledge on money management. This can be done by hosting financial planning workshops or training in the office to allow employees to ask those tough questions around retirement. 

• Ensure you choose a good financial wellness company. There are many who offer great packages and ooze with employee wellness but they lack the personal touch and knowledge. Sometimes the after service can be a nightmare leaving HR to struggle with employee queries. To avoid this, make sure you choose a provider that is reputable and has a great after care service. 

Retirement is always something that needs discussing in the workplace. It doesn’t have to take a pandemic for us to relook at how we are assisting our staff with benefits. Educate your staff on financial wellness and the need for these programmes. 

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 

In the past the most common option to build team engagement would be team building activities. However, with Covid-19 still being a big part of our lives the usual bowling or outdoor team building activities are not possible. 

This does come as a relief for staff who view team building as a task. Others might feel team building is just a distraction from the other tasks they need to do which will keep them behind. But the fact is that team building has shown to have significant impact on work projects, team spirit and morale. 

Now that our work force looks different and operates differently than it did a year ago, we should look at alternatives to the way we approach the concept of team building. The reality is that management can feel the disconnect and burn out that staff are experiencing. There is also a major disconnect from fellow colleagues and projects at work. 

So, the real question is how can we facilitate a reconnection with our teams especially for those still working remotely? 

– Start by giving your team options. No one feels excited when they are forced to have fun. And we have to stop pretending that team building is not work because team building happens during working hours. But if you open the topic to discussion and find out what your team wants to do. Posing the question to your team makes for creative ideas flowing through. Another suggestion could be offering a list of things that are affordable and have the team vote for what they wish to do. This may not ensure everyone is excited but atleast the decision is up to the staff with regards to what they want to do. 

– Zoom and Teams meetings exhaustion is a real thing. And if you propose an activity that will be done online then you can’t expect your team to be enthusiastic about spending more time on zoom to have group bonding. But there are ways to get your team distracted and involved in team building online. 

Games are a great way to distract your team from the long hours they spend online. There are a range of ice breakers available online to use to take away the monotony of online. Instead of it always being a 2 hour meeting incorporate various icebreakers in between to break the chain of routine and to try to facilitate the reconnect for people working remotely. 

– Another great way to progress as a team is to upskill. Schedule training virtually in fields like Excel or other key topics that need training. It can be done by a training company or by staff members who are knowledgeable on specific topics. You don’t want to make your team feel like you are piling on more work but having each team member present might allow you to identify further skills that they have and you were not familiar with. 

Sometimes the best way to build team spirit might just be to cut them some slack. Give them a break. We obviously can implement unlimited time off but if staff feel they are not working around the clock they might get more work done. You know how everyone says “this meeting could have been an email.”

Ensure you assess the ned to schedule a meeting before you do it. It is important to allow your staff the chance to recharge. Working from home can be more pressurising than the office. Engagement with staff and implementation of stress management plans can help team members deal with the new normal. 

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 

Covid-19 vaccination roll out has been growing globally with more age groups being eligible for the doses. This means that in the coming few months more people will be vaccinated as the country is trying to recover from the 3^rd wave of infections. 

Companies have started to get the operations on track and operate with more staff in the office. As much as many are still operating remotely the peak time traffic has shown that more people are back on the roads. 

As we have embraced the wearing of PPE as well as the mandatory Covid-19 protocols the same can’t be said for the vaccine. Family, friends and colleagues will have their own view points on taking the vaccine. Despite there being many who are positive about the vaccine there are those who view this as a non-negotiable discussion.

This can become a tense situation in the office. What would start as a calm discussion around vaccines could turn into am ugly confrontation about who is vaccinated and who isn’t. 

Before the office gets to this point of discrimination and conflict based on the vaccination, it is imperative to have a conversation around the vaccination. 

But how should we go about doing this? 

• The discussion around the vaccination should not be sent via an email. Engagement must take place to encourage those who are confident to take it. At the same time the discussion should also cater for those who don’t feel they are ready to take it. They should not be discriminated for not wanting to take the vaccine. The engagement can take place via teams or zoom which would also be beneficial to those who are working remotely. 

• One of the reasons why people are hesitant to take the vaccination is due to the lack of information they have on it. They could have received a WhatsApp voice note or clip about why they shouldn’t take it and now feel this is right. Education is key and the lack thereof results in uninformed decision making. Gather information on the research done on the vaccine and make it available to your team. This way if someone previously felt that they would not want to take the vaccine, could now have a change of heart. 

• We should not force the vaccination decision on anyone. Allow people to make their choices on their own. The decision to not get vaccinated could come from various factors and as a business we must be open to the idea that someone might not want to take it. 

• Not everyone will be swayed in one conversation. Make staff aware that the help is available around the subject whenever they need it. They don’t need to have a change of heart instantly, maybe after seeing a few colleagues taking the leap and after more research they might be keen on doing so. 

• People at work might also add to the fear mongering. This means sharing unauthorised or hear say stories about people who have died after taking the vaccine. This sort of behaviour must be shut down in the office. If someone is already on edge then being around people who are sharing stories that are not verified can enhance that fear and result in more resistance to the vaccine. 

Ultimately taking the vaccine is an individual choice and businesses can’t force staff to take it. But what has become clear is that the vaccination is a requirement in order for normalcy to emerge again. Staff should have a portal to turn to in order to get the information they need. This can help break stigma and misinformation available online. 

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 

Over the years it was acceptable for men to earn more than woman. It has only recently become normal for woman to hold positions previously held by men. But are women remunerated the same way as their male counterparts? 

The gender wage gap has become a sore topic over the years. An article published in the Mail and Guardian quoted a report that PricewaterhouseCoopers released indicating that only 5% of chief executives are women and the gender pay is most pronounced in the JSE-listed companies. 

The article further spoke about the report that tracked executive director trends in 285 companies and it found that there only 81 women executives making the 725 people whose pay was analysed.  

A report that was released by the World Economic Forum in March also explored how it will take 135.6 years to close the gender wage gap worldwide. The report also looked at how the Covid-19 pandemic affected the remuneration of woman and how it opened gaps that had been closed. 

The sad reality is that regardless of how far we might travel in terms of facilitating the change in the work place, we will always be behind unless society changes its view of the working woman. 

Many women in management also express concern about how their male counterparts do not express the same amount of respect as they would to a male in the same position. This indicates a bigger society issue in terms of the respect we feel we owe to woman in power. 

Since we are on the topic of gender roles how about discussing how toxic the thinking is that woman are specifically only employable for certain roles.

Take the receptionist of an office as an example, for years this position has been filled by females based on specific requirements which at point was attractiveness but what happens now as we progress and need to employ people from all communities. That means woman in hijab or other cultural attire to individuals from the LGBTQI+ community and people with disabilities? 

There is no way we can continue operating a business as we did since the dawn of time. It is imperative to initiate change not just in the organization but in our mindset as well. We have to engage with problematic staff members about their resistance to embrace change. We can’t expect to progress as a business and close the gender wage gap if we can’t get our ducks in a row when it comes to addressing the need for gender equality in the work space. 

This women’s day let us reflect on the way our business operates and engage with our female staff to see how we can better their experience. Many are victims to sexual harassment and isolation due to the bullying from male colleagues. Engagement will allow for smooth flow. 

Men might feel left out and they could feel frustrated by the preferential treatment of female staff but remind them that while they were off building an empire these females were fighting generational tie downs that prevented them from progressing.

Another point of concern in the office is how female staff need time off to do things for their families and this does become a topic of discussion by colleagues who feel they don’t get the same opportunities. 

Before we criticise how female counterparts are always having to take off work to see to their sick children or needing a day off to go to a child’s school event remember that the only reason as a working man you might be free from this stereotype is because there is a female at home making sure your children are taken care off while you at work.  

As we start evolving our workplaces to work remotely and staff to be more independent and not micromanaged lets initiate a change of mindset around the gender issues our offices are crippled with.

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 

Working from home may seem like the dream but many women feel this may not be the ideal work situation for them. From balancing the long working hours to overseeing the online classes that have been rolled out for the kids to dealing with family members who might have contracted the coronavirus, it might be becoming difficult to keep it together. 

The pressure is intense. Meeting deadlines and concentrating in a zoom or teams session becomes difficult when your child is fussing in the next room. Working from home has been seen as a viable means for so many with claims that they feel like they can get so much more done at home without the office distractions. But for many others working from home means factoring the balance of managing work and life at home. 

However, the balance might make one feel worn out. 

The constant anxiety of does it sound unprofessional if my child screams mid-meeting? Will I be getting a warning for the noise levels around my house? What about the household chores when will I get you that? The constant anxiety can definitely throw you if your game. 

As we commemorate women’s month let us explore ways in which we can avoid the burn out and mental exhaustion for women who work from home. 

– Start by planning your day as you would if you were going to the office. This means laying out the uniforms the night before, preparing the kids lunch as well as meal preps. The trick is to presume a normal work day despite it being from home. By continuing with your routine prevents you from being overwhelmed and will help make the day go smoothly. 

– Prioritize your work tasks to the most important first and move down the list. This way you can attend to the important aspects first before dealing with the anxiety of not being able to meet deadlines. 

– Work is work and no matter how difficult the situation, always remain professional. If your child is throwing a tantrum in the room next door then ensure you inform the meeting attendees. If you are hosting then take a 5minute break step out and help your child. 

– It is important to be open with your manager. If you can’t manage the tasks because of the time at home and responsibilities ask for flexibility in terms of your working times. 

– Have a conversation with your partner so that they can also assist you at home when you are working and they are not. 

– If working from home is overwhelming try to speak to the office to get more days at the office. Working from home may not be the dream for everyone and it often results in frustration if you find that you are crippled by technical difficulties. 

The idea of woman working has always had attachments to it from breaking the vision of her being a housewife and child bearer to now leading companies and organisations. The challenges are endless. Coupled with the blow from Covid-19 and the battle of keeping it together in the workspace will have an impact on your mental health. 

If you are unable to cope with being overwhelmed and need the assistance for your mental well being then you should get the help. Contact the inhouse therapist or even seek to speak to a therapist outside the confinements of your home to get peace of mind. If this still burdens your mental well being resort to an activity that will keep your mind at ease such as yoga, reading or even going for a run. 

There are no guarantees that this will work but what it can do is help you to revaluate the way in which you spread out your tasks and help you in addressing the challenges of balancing work and home life. 

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