Devan Moonsamy 

Cyber bullying seems to be on the rise as more people work from home. Covid-19 has opened a new portal for employee deliverables by companies giving employees the opportunity to complete their tasks from home.  This means what would usually be a meeting in a boardroom now occurs on a Skype or Zoom platform. But amidst the new adjustments we might not see how some employees might be exposed to cyber bullying. 

This appears in various forms. Some of the examples would be an employee frequently being interrupted when speaking, emails and comments during the session that are not kind and perhaps even criticism from managers on a platform that hosts a large group of people. 

These might result in the employee hiding their screen, perhaps we would see a drop in the participation on the virtual meetings and we might also find that they might not be upholding their usual work standards. Infact when it comes to working from home often the line is blurred between work and home. As much it is an exciting opportunity to work in the comfort of your home you will find that those who have to be at the office curl up their nose when it comes to those who work from home. This is almost seen as a privilege by those who have to be at the office.  

However, what we don’t see is the pressure to deliver and meet work expectations are much more at home than that of the office. There is always this point to ponder that perhaps those working from home are doing so in the comfort of their own beds but let’s be honest that might not always be the case. This means the employees who work from home already feel they are treated differently to those who have to be at the office as a result we will see that the anxiety to meet deadlines is much more for working from home. 

Cyber bullying, like office bullying usually grows due to someone feeling they are being treated differently. With work meetings being held virtually it’s normal for some employees to feel left out or bullied.  In a meeting at the office often people are more vocal on their ideas but with the virtual platform often we see individuals hiding behind their screens. 

How do we address the issue of cyber bullying? 

• The most important point would be to address all participants in the meeting. Engage and encourage participation.  We shouldn’t let any individual feel like they don’t need to participate. 

• Always record your online session. This is to ensure that in the event there is a case you can go back and address it. 

• Start the meeting or virtual session with checking up on each individual if the time permits. If it does not give the meeting a few more minutes just to check up on those working from home. This not just makes them feel involved but also makes them feel valued. 

• If there is a case of cyber bullying. Perhaps a nasty comment or issue don’t hesitate to address it with HR. The virtual platform is still a work platform and these issues must be addressed seriously.  At the same time we must encourage HR to enhance their skills on how to handle these situations. 

The reality is whether bullying takes place at the office or on a virtual platform the risk to the business still exists. That is why these issues must be addressed as a matter of urgency so that these problems can be handled in a manner that is both professional and prompt. 

HR managers should work on updating policies to reflect the new working arrangements. This will also add to the accountability of deliverables as employees venture in this new sphere of work. Anti-bullying and harassment policies must be made available to all to assure that there will be a zero tolerance to bullying in the office. 

We must also handle complaints of cyber bullying with extreme sensitivity. Investigations must be done and due protocol followed. These are new and undoubtedly unchallenging times for all businesses. Ensuring the necessary communication is filtered through and individuals are up to date on the business will result in a smooth running of operations.

Devan Moonsamy runs the ICHAF Training Institute, and 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.

ICHAF 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: devan@ichaftraining.co.za |

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

Devan Moonsamy 

The coronavirus has left many individuals in a financial fix. Even though you may have not contracted the virus but they have however been casualties of decisions made by companies during the time of the pandemic. Retrenchments, role reduction and even working hours being cut has resulted in major salary setbacks. 

Companies have acted in accordance to the best solution to keep the business afloat. But what does this mean for the employee who is now faced with adjusting their life style following the business decision taken by the company? Will that employee have the same enthusiasm to perform their tasks with the commitment and dedication? 

In some cases, the answer is no. The employee would not be putting in the 110% as previously done. This could be due to the uncertainty around what their salary would be like or how they can be sure they won’t be heading to the chopping block next. 

The only way to address the changes implemented and to discuss what is expected going forward is to communicate. Have regular meetings to address concerns and motivate staff to perform with the same vigour as they did previously to take the business back to where it used to be. 

If you are in the restaurant industry, which has been hard hit by the crisis as most people are still sceptical about eating out use strategies to bring in foot traffic. Run a special if you can to allow more sit in dining which will result in more staff being called for duty. 

Our tourism industry has also just been given the green light to get back to normal. Unfortunately, international tourists are still not allowed to visit. Which means for now locals are required to fill up hotels and spas to assist this industry. We have to acknowledge that the lack of solid income in the past few months has dented the pockets of South Africans. As a result, this industry will be faced with challenges in terms of rooms being booked by locals. In this time, we can still ensure our standards are well maintained.

Sadly many of us have had to dip into our savings and for others who had no savings it was a matter of survival. We need to use the time left in 2020 to support our local businesses and to try and boost our staff confidence to perform outstandingly as we try to pick up from the damage to the economy. 

Devan Moonsamy is the CEO of ICHAF Training Institute and the Author of Racism, Classism, Sexism and the other ISM’s that Divide us. ICHAF 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 | Email: devan@ichaftraining.co.za | Website: ichaftraining.co.za | devan-moonsamy.com

Devan Moonsamy

August has always been the month of celebration of women. The month is set aside to commemorate more than 20 000 women who marched to the Union Buildings on the 9^th of August 1956 in protest against the Pass Laws to women. As the country passes the 500 000 mark in terms of positive cases of Covid-19 it is hard to keep a positive spirit.

The month of August often sees activities, events and gatherings within organisations to commemorate and celebrate women. This year however with the corona virus changing the course of planned events, it might not be possible.

But can we still find a way to make the month special amid the pandemic?

We most definitely can.

As a company you can still celebrate your outstanding female staff. Use this time to identify and recognise female staff that have been going above and beyond for the organisation. You can celebrate them by sharing a post on social media recognising their outstanding effort.

You could also do a profile of the female staff in the organisation and celebrate the longest standing employees by posting it up on your company website. This way your customers get to know your team.

Despite being in 2020, many companies still have challenges in terms of gender equality in the work place. This is the perfect time to iron out any of those issues by launching a campaign to address any circumstances of gender inequality or injustice that might have transpired in the workplace. By this we mean give your staff the platform to come to you and address any concerns pertaining to their role in the organisation.

As much as the month of August celebrates women, we can’t help but feel that it’s the same cycle every year. We host a celebration, raise a glass to women and then go back to continuing with the way we do things. So, the real question is what can we do differently this year to show appreciation and acknowledge the phenomenal role women play in our lives?

The best way to show appreciation is to initiate upskilling. We have female employees who have been with us for decades. Is it no time that we invest in their future? Why not look at a training programme that will give them skills and enhance their work experience. This will not just make them better at what they do but also give them some sort of learning opportunity that they can be proud of.

We at the ICHAF Training Institute specialise in integrated learning which will motivate and uplift your staff. We offer a range of courses from soft skills such as conflict management, business writing and communication to a range of Microsoft courses. We also offer learnerships which is a great way to upskill staff members who have been with organisation for a very long time.

The month of August does not have to lose its spirit and it should not go by without any initiative being shown to appreciate staff. Use the time to recognise and commend the efforts of staff who have made it possible for the wheel to keep turning during a pandemic.

Devan Moonsamy is the CEO of ICHAF Training Institute and the Author of Racism, Classism, Sexism and the other ISM’s that Divide us. ICHAF 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 | Email: devan@ichaftraining.co.za | Website: ichaftraining.co.za | devan-moonsamy.com

Devan Moonsamy 

South Africa is seeing a rapid increase in the number of people testing positive for the corona virus. The numbers have surpassed the 450 000 mark and continue to climb daily sending panic to South Africans. 

Right now, the numbers are turning to names of people we know who are infected. This is both terrifying and worrying as we continue with our day to day. We have also seen the education unions calling on schools to be closed to ensure that staff and learners are home as the numbers grow. 

As much as that might be a relief to parents and families of children and teachers it is a concern to other industries who are seeing more and more people testing positive for the virus.

 One of the biggest concerns which I have addressed previously is the stigma in the workplace around the virus. But what about how employees handle the news of a possible positive case of the virus. 

When an employee notifies you that they have the virus or have come into contact with someone who does, instead of spreading panic initiate a deep cleaning and sanitizing of the building.  This will allow you and the staff members time to be in isolation and then get tested should there be visible signs of the virus.

When this period is complete and staff are returning to the office ensure you have a great deal of social and physical distancing. Create separate work spaces and spread people out all over the offices. 

Ensure that masks are worn at all times in the office. Provide sanitizers around the building and ensure that staff are aware that it must be used. Get the cleaning team to clean the offices every afternoon with proper care. 

Provide regular information on steps that should be taken should someone feel like they have the virus. We also should be mindful that this is flu season, staff members who are showing signs of flu should be encouraged to stay home to prevent them from being exposed to more people with a strained immune system.

We have to accept that the virus is around and we can either take the steps and work with it or choose to close business and risk job loss. 

At the same time, we need to understand the predicament our staff are in. We need to make them feel comfortable to talk to use about concerns they have around the virus. In fact if they choose to work from home and this is a possibility we must be open to it. 

We should not look at having a positive case as a disaster in the office but rather a chance to come together and still keep the wheel turning. 

Devan Moonsamy is the CEO of ICHAF Training Institute and the Author of Racism, Classism, Sexism and the other ISM’s that Divide us. ICHAF 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 | Email: devan@ichaftraining.co.za | Website: ichaftraining.co.za | devan-moonsamy.com

Devan Moonsamy

South Africa is still on level 3 of a lockdown. This has been met with increased criticism as calls grow for schools to be closed immediately. This comes as the number of people tested positive for the Corona virus increases daily.

While many unions and organisations are encouraging a complete closure until the numbers reduce providing less of a threat for our children at school, university learners have still had to keep the flame burning with regards to online studying.

Online classes using zoom and other portals for communication has proven to be exceptional in terms of university students getting syllabus complete. Infact many private schools have also opted for the online learning method in a bid to complete syllabus and to prevent a major backlog.

Whilst we applaud the use of technology, we also understand the many challenges that accompany learning from home or studying during a lockdown. The challenges can range from unreliable internet connection, to financial constrains preventing you from buying data to use the internet.

Below we look at ways in which you can ensure effective studying and learning during lockdown

• First and foremost organise a study space. Whether it be for your child who is studying over zoom or a university learner identifying a study space no clutter makes it easier to concentrate. As much as sometimes it is comfortable to sit on your bed and study or learn online this will inevitably result in you wanting to have a snooze. To avoid this, create a study space that will be used to complete work that needs to be done. If you are sharing this space perhaps allocate time this way you have time to work by yourself.

• You must limit distractions. We know how hard it can be for parents embarking on the new journey of home schooling as kids will always be asking for a break to paly with their toys or watch their favourite show. The only way to prevent them from being distracted would be to create a timetable. This way there is balance with work and play. It is the same for university students. Allocate time to work and time to watch your favourite show on Netflix. Just avoid binging, this is when e self-control is essential.

• For university students we know you haven’t been able to see your best mates in a while and this can be daunting. When you find that you are in need of social interaction be sure to call up an old friend and catch up on what they have been up to. Remember social distancing doesn’t mean we can’t call and check up on our loved ones.

• Studying during the lockdown might seem new to parents as well who may have never been exposed to this before. If this is overwhelming ensure that you speak to the educator to understand what are the ways to best handle this with your little one. With university students who are also unfamiliar with learning or studying outside a lecture room keep in touch with your lecturer to see how best you can use this time to study.

The lockdown has definitely taken away what we know as normal and replaced it with a new survival method. We have to learn to adjust to this until the ways we are familiar with are the order of the day again. Until then do not hesitate to ask for help and most importantly keep studying.

Devan Moonsamy is the CEO of ICHAF Training Institute and the Author of Racism, Classism, Sexism and the other ISM’s that Divide us. ICHAF 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 | Email: devan@ichaftraining.co.za | Website: ichaftraining.co.za | devan-moonsamy.com