Devan Moonsamy 

An undervalued employee can be the reason for a disconnect in the team at work. When an employee feels they are not being valued, their passion for their work disintegrates. This contributes to the level of productivity in that department and it results in a lack of creativity from set employee.

Remember though that being undervalued should not be confused with low or poor performance. If you have not met the objectives outlined in your scorecard, then your employer has every right to address these concerns and to take further corrective action against you.

If you a star performer and consistently meet your objectives and deliver on your key performance duties BUT still feel undervalued, then this is a concern.

If you are feeling undervalued at work, this might be the right time to ask yourself what is the meaning of value for you? Being made to feel valuable means different things to different people. For some being commended on their work regularly is a sign of value from their organisation. For another, when they are offered promotions and opportunities for growth, that feels like a value-based contribution from their organisation. 

There are many signs that might indicate that you are being undervalued at your job. Sometimes they are not obvious and as a result this can impact your mental health wellness. Being undervalued isn’t something that stands out immediately. They might be slow and subtle indications that is what is taking place.  

Some of the common signs or being undervalued and how to address them: 

• One of the earliest signs of undervalue is when your point or opinion doesn’t seem to be taken seriously. This means that when you are in a meeting you might be made to feel like your opinion doesn’t matter. It slowly becomes a regular thing when your thoughts seem to get passed off. Perhaps what you said might not be taken seriously. This is a clear sign that you are being undervalued. If you have observed that your ideas are being dismissed far too often in meetings try to address the way in which you present them. Perhaps you need to restructure the way you are presenting. You could relook at the message and ensure it is being projected clearly and easy for people to understand. Ask your colleagues and manager follow up questions based on your suggestion to see what the problem is with the idea you presented. 

• When work is being dished out on new projects and you are getting the tail end of activities or even activities that are not as glamourous, then this is a big sign that you are being undervalued. When work is given around a task that can result in a promotion or even recognition, look at what chunk is being given to you. If it is the admin and the responsibilities that are requiring the most work with little recognition, then it’s time to speak up. It doesn’t mean you need to throw a tantrum to get your point across, instead of being stuck with these tasks, try to align your responsibilities with the ones for the new project which could lead to recognition and a promotion. You could also ask for more responsibilities in the project that would be fitting to your skillset. Showing this commitment might break the perception from others around you and help make the time you spend on the project worth it. 

• Another huge sign of being undervalued is when you are being micromanaged. This basically implies that there isn’t enough trust in you to be able to carry out tasks or responsibilities on your own. Things like a manager checking in regularly on your progress to ensure you are working, picking on the time you clock in and out – these are all indicators that you are not being valued and trusted enough to work independently. The best way out of this would be to talk to your boss to start managing and not monitoring. Suggest this to your boss. Look at creative ways that you could report to them. Try suggesting a daily update instead of an hourly one. Communicate with them around your feelings and this might be the solution to dealing with the micromanagement. 

• The amount you are being paid has a huge impact on how you are being valued for your contributions. If you have not been up for a conversation around an increase in a while, then this is a sign that you are being undervalued. Try to initiate this conversation with your superior. Having a conversation around salary increase and the need to be remunerated can be a great way to reaffirm your value in the organisation. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. 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 

Following a spate of incidents in the country around tavern attacks, the question around small businesses being prepared to handle any disorder comes under the spot light. The deadly shootings over the weekend that claimed the lives of a number of patrons at a tavern and the deadly incident a few weeks ago that claimed the lives of scores of teenagers, highlights the need for small business owners to explore ways to improve the way they run their business. 

A tavern in a township could possibly be the only source of nearby entertainment and venture for patrons in the community but policies and procedures should still be followed. This means ensuring the employees who are joining a place of work are aware of what they should be doing when the order of the day is disrupted. 

Unexpectedly, organisations will host fire drills and evacuation alerts. This does well in ensuring that staff are familiar with the procedure to follow in the event of an emergency. But how often do we focus on what is to be done when there is an armed robbery or a mass shooting incident involving our customers and staff?  

Whether you are a small business owner or the board member of a leading firm in the country, due processes must be followed to educate staff on the emergency policy in place should unforeseen circumstances occur. When we read the stories of stores being held up in malls, we also read of armed gun men wielding weapons in front of staff and forcing staff to hand over cash. This is traumatising which will cause mental and emotional stress for staff members. 

Here are a few ways to get staff familiar with how to handle an unexpected scenario in the workplace: 

• When staff are inducted, they should be made aware of the emergency exits. This can also be recapped occasionally, atleast once a year so that even existing staff members are given a refresher on which route to take in the event of the emergency. The staff members must also be aware of the assembly points. This means ensuring that there is signage in the correct places indicating that this is where people need to gather during the evacuation. 

• Evacuation plans should also be placed in the boardrooms, training rooms and on each floor in the building. This gives staff and guest the idea of how to find the nearest exist in the event of an emergency. Not everyone will remember this information and we must familiarise ourselves with this so we know how to manage the situation of an emergency. 

• Relevant emergency numbers must also be available to staff. Have a list visible so staff know how to contact the police, fire department and an ambulance when there is a need. In the face of an emergency, it might be difficult to remember to remain calm and follow steps. Having information visible and accessible will help to remind staff on what to do. 

• Each team should have a designated first aid assistant. Invest in sending the staff member on the relevant training so that they are skilled in terms of how to handle an emergency situation. The first aid training is crucial in the organisation to manage immediate emergencies and aid while help arrives. 

• No one can truly ever be ready in the face of an emergency. When an armed  assailant is demanding the staff member hands over whatever is in the till or wants to get to the safe, then staff need to know how to handle this situation. This is never something any staff member or customer should have to go through, but alas this does happen. Witnessing the shooting of clients or other staff members can be devastating. However, it is in that moment that an individual requires the most amount of courage to remain calm and just comply with whatever is being asked of them. 

• As a business owner take the time to refresh security. Change the passwords and update security systems. If you don’t already have armed response and a panic button in place, now is the time to do that. It is in your interest to safe guard the business environment for both your staff and clients.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. 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

When workers embark on a strike it sends a ripple effect through the business. It causes service delivery delay. It also results in customers not being helped and financial strain to the business. Eskom has been the recent enterprise that is making headlines due to striking workers. This has inevitably resulted in major delays to the country in terms of power outages. It is one of the contributing reasons for a stage 6 blackout that the country is experiencing. The latest strike action is the example of the impact strike action can have on not just the business but on the country. 

It is for this reason that we need to explore the impact that strike action has on a business. We also need to look at how the protest impacts employers, employees and then clients. For employers this will be the reason for low financial turnover for that period. It will be the cause for the loss of clients. It can also be the reason that the business has to endure long time disruption as a result of hitting a deadlock with negotiations. 

For an employee embarking on strike action is a risk. You will not be paid in this period. It is also a challenge when negotiations are ongoing causing disruptions to work creating a backlog. In some instances, not all staff want to embark on strike action. This means that whilst they might not want to strike, they are forced to down tools whilst the process is being played out. There is also often intimidation from striking workers towards those who don’t want to strike. 

For the client protest action inevitably means delays and frustrations. There will be no joy in meeting their client’s needs as a result of the loss of production and customers will lead to financial loss to their organisation. But the impact of protest action does not stop here. It also has an impact on the economy. 

Now that we have unpacked the impact of strike action, we have to identify what are some of the common reasons that lead to employees striking. Employees take the route of striking when they have excessive work hours, low wages, any form of discrimination, lack of tools and resources, mismanagements from seniors etc.  

Ultimately these challenges can be overcome before it leads to strike action. Here are a few ways to help manage the impact of a strike: 

• The moment there are whispers around a possible strike by employees, get into a room with the union members to understand what the grievances are. This will help you get ahead of the issue and prevent a major setback in service delivery. There is no guarantee that each time things will work in your favour and you would be able to resolve the issues before it escalates to a protest. But what this would show your employees is that you value their role in your organisation and that you want to ensure if they are experiencing any challenges, then you are willing to assist them to overcome it. 

• Have a good HR team that are properly skilled and able to handle the queries of staff. This will create a more secure environment for staff to channel the concerns and see that it is dealt with. Implement continues training and staff wellness programmes to acknowledge the grievances of staff. This will allow you to monitor their satisfaction as an employee of the organisation.  Improving your staff skills and investing in their wellness will show staff your vested interest in their development. 

• When staff do embark on a strike ensure that there are protocols that can be put in place do manage the circumstances of a strike. Things like getting a security company involved to prevent vandalism and disruptions are key. Chances are staff won’t be disruptive but criminal elements might see this as an opportunity to create havoc. 

There is no telling how a strike might turn out. having a plan to manage the situation is necessary to try and mitigate the overall impact the strike has on the business. The sooner negotiations happen the better it will be for the staff and employer.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. 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 

Gender based violence is a topic that doesn’t get the attention it needs. Until society does not change its mindset, the cycle will continue. Whether it is ignoring the cries of your neighbour who is beaten every week by her drunken partner or not making your best friend aware of the toxic traits in her partner, if the conversation around this is not happening it is a concern. 

In the workplace the conversation around gender-based violence hardly ever comes up. There are talks around harassment and other work place issues, but the same effort is not being made around gender-based violence. Policies and procedures should be in place so that businesses play their part, but surely more must be done to highlight the responsibility people have around the awareness of gender-based violence. 

If your staff members witness an act of gender-based violence on a customer, are they to sit silently and not assist? What about when a colleague comes to work with marks from a beating from their partner? How should this be addressed? 

It’s starts in the workplace. 

Majority of our time is spent in the office with colleagues, it is for this reason that the topic of gender-based violence should be encouraged. Identifying the issues and having a conversation around it is exactly what is needed to get staff more aware of their responsibilities. 

The reality is a staff member who is a victim of gender-based violence can have an impact on their work. The staff member won’t be focused on completing their tasks, they would be distracted and always afraid to participate or engage in the office. 

This is when you need to improve the way issues around gender-based violence is addressed in the office. 

Here are a few ways to improve the way the conversation and awareness takes place: 

• Try to get your staff to feel comfortable to speak to a trusted HR representative who would be able to assist them with the right advise and necessary guidelines to deal with their personal situation. You need to ensure the HR personnel comes with a background of high EQ. This will give staff the confidence to approach a confidant in the workplace to assist with issues around their personal and mental wellbeing. 

• Ensure your business has flyers and posters up encouraging staff wellness programmes. This will help staff feel encouraged to speak about any of the issues they are facing be it at work or in their personal lives. This can also help staff members encourage their colleagues to seek the help they need. 

• It can also be helpful to get staff to sign up for in house training programmes on how to manage situations around gender-based violence. Training plays an important role in getting employees out of the box in terms of challenging situations and how they can tackle it. Host training around wellness and how to prepare to deal with customers in a situation like this. Training can also be used to give staff the right strategy to apply when they are faced with circumstances of gender-based violence. 

• If you have policies and procedures in place, try and get them updated regularly and host workshops or seminars on how staff can be more in control on their personal matters. Investing in staff wellness goes a long way in improving productivity. Policies and procedures must be reintroduced and regularly discussed to give staff a sense of awareness around what the business is doing to combat a serious issue like this. 

The reality is that potential perpetrators of gender-based violence could also be in the workplace. Having a platform that educates and makes individuals aware of the seriousness of the issue can helps remedy the way they conduct themselves. There are no guarantees that this will change their mindset but it would educate them on how they should change their behaviour and potentially treat their female partners with respect and dignity. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. 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 

Financial management is not a skill every person handling money might have. Some individuals might feel the need to empty out their bank account when they receive their salary in a bid to prevent debit orders going off whilst others might never know how to save and why it is important to do so. 

Managing finances can be challenging if not guided correctly. Just as no one teaches us how to spend our money, there isn’t anyone that can hold our hands and show us how to save. What can be done however, is that people can be guided on how to save and why it is beneficial to start saving for the future.  

In recent months, Covid-19 might be the one taking the blame for bad financial planning. But poor financial management did not start because of Covid-19. It has been a contributing factor as to why more and more people are experiencing challenges. The last 3 years has been unfortunate for life as we know it. From families losing their bread winners to the virus to bread winners losing their jobs because of the virus. Poor financial management has been around even before this virus.  

Job loss, over spending as well as living beyond one’s means are just a few of the reasons why people struggle with finances. Poor financial management ultimately catches up with an individual and has an impact on their mental well-being. It also an effect on employee productivity.  Staff members sit with the fear of the employee discovering the debt they have racked up. They start feeling uneasy at work and start dodging the calls of service providers wanting to collect their dues. 

If you want to ensure employee wellness all round then it’s time to start implementing methods to assist your staff with financial management. Perhaps you might question why is their poor planning with finances now your problem. Helping staff understands with coping with the challenges of poor financial management will benefit you. You will have a team of individuals who are much more productive and less distracted. 

Here are 3 great ways to improve the office attitude around financial management 

• There is a need for education on financial management. If you don’t already have a system in place in which staff can go about asking questions and gaining knowledge on how to manage their finances, it might be great time to get something going now. Start small. You don’t need to invest in an organisation that will cost you a fortune to get financial advice. Partner with a business that offers this service or rather get someone in-house to build the skills and provide knowledge on better money management. Things like interest rates and retirement packages etc can be discussed with detail to help employees better understand the benefits. It can also help staff members speak to someone at work that can guide them to better financial management. 

• Host programmes and seminars every quarter, if possible, to get employees aware of the importance of planning for their long-term goals. Having employees see benefits of long-term goal planning and initiating the concept of saving for the future might be exactly what staff need to see the light at the ned of the tunnel. It would be disappointing if a staff member worked for 35 years at your organisation and was on the brink of retirement without any retirement package in mind to fall back on. 

• Offer training programmes that can groom and show staff who are not in the financial department on how to manage their money. Individuals who do not work in finance are usually the ones who tend to struggle with keeping track of the numbers. If you are able to get your team on a training programme which offers modules that teach people how to save, they might take a fresh approach to this concept of saving for their future. Training has a direct impact on development. Once you get your team members attending training sessions, they will automatically feel more confident about how they handle their money. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. 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