Devan Moonsamy

In light of the recent spate of destruction caused by the flooding in the Kwa Zulu Natal province, emotions of staff members might be on edge around family members impacted by the devastation. As much as efforts are under way to remedy the destruction caused by the flooding, the emotional stress and pressure might cause staff to feel unsettled. 

Hundreds of people lost their lives and thousands more are displaced from their homes. The news of devastation might be the trigger for a panic attack in the work place. This is not the only incident that might trigger a panic attack at work, but it can be a contributing factor as to why someone might break down due to a situation that is unexpected.

Experts define a panic attack as a feeling of dread that washes over a person unexpectedly. This can come in many forms. It can be triggered by an unexpected circumstance at work perhaps the fear of being retrenched, it can also be caused by stress and pressure from a wedding or illness of loved one. 

For anyone who has had a panic attack before the symptoms are known. But for someone who has never experienced this and it just happens they might start to feel an overwhelming feeling of despair. It can be a shortness of breath, feeling a pain in their chest. Other indications of a panic attack might also be feeling hot or cold, nausea and fear. 

 As an organisation it is important to be aware of how a situation with staff and clients who are experiencing a panic attack might be helped. In a world where it has become a normal to pull out the phone and record any incidents that go against the normal, it should be a point of education on how to cope with a situation of panic in the workplace. 

Here’s how you can help someone manage their panic attacks in the workplace: 

• If you are in close proximity of someone about to have a panic attack, customer or staff member, the first step would be to ask them if they need assistance. This would give you an idea if they are in need of assistance and also what assistance you can offer.  

• Start by reminding them to take deep breaths. Taking slow deep breaths will help the person slow down their heart rate and it could have an impact on counteracting the light-headedness. It can also help the person feel more aware of themselves. If they are standing get them to sit down and breath. If they are still unsettled get them to breath in a paper bag or even place their head between their legs once they are sitting. The aim is to get them to breath and be more aware. 

• Once you have got the breathing in order remind the person to be aware of where they are. Tell them to speak about what is around them. Remember not all panic attacks are face to face, some might be telephonic. If you are in a high-pressured work environment, it can be stressful. It is for this reason that even reaching out to a trusted loved one in a case of a panic attack can help you restore your self-awareness. 

• Experts indicate that distracting oneself and thinking of a happy place can help improve the results of a panic attack. Think of a place that you feel happy and capitalise on that. The key to overcoming a panic attack is reminding your body to breathe again, to relax and restore is steadiness. 

• Reassure the person that you are there to assist them. A person having the panic attack needs to know they have support. They need to feel that you are not judging them or laughing at them. This is a vulnerable moment for them. It is for this reason that assuring them that you are there to help them.

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 

The recruitment of staff for replacement of outgoing staff or new staff members for a new team can be stressful. From having to have a job advert being created, specifying the requirements to then, reviewing the applicant’s credentials, it can all bring about chaos if the process is not done correctly. A job opening does not just see a small number of entries. There are scores of people that set out to apply for the position in a bid to make sure they are the selected candidate for the interview process.

As Human Resources the stress of determining which candidate meets the job requirements has to be determined by the job description. There are often specific guidelines on what the job entails and what the potential candidate would need to do to be found capable of the role. This might help narrow the search for the suitable applicant. 

But what is it that helps determine who is the best person for a job? 

In a resume people applying for a position might make up or fabricate job experiences. There could have been interning at a relative’s company as a cashier, but on their resume, it would say they worked as the head of the department at that company. This might mislead potential employers on the capability of the person. On paper a candidate might seem golden, but in reality they may fall short when they need to meet the requirements of the job that they have applied for. 

What can be done to determine the best person for the job: 

• Ensure that the job post is clear and detailed about the job requirements. This means ensuring that the number of years of experience a candidate has must meet the needs of the role being advertised. The academic qualifications as well as the minimum requirements must also be captured accurately to make room for candidates who have the academic needs. There will be cases of people applying for the position who have only the qualification requirements or just the experience. It is up to you as the receiver of those applications to sift out which of these candidates are most like the ones to live up to the needs of the job by conducting a thorough interview. 

• When the interview process is being conducted, ensure that each candidate is being interviewed based on their application. Look at their resume before getting into the interview this way as an interviewer you would have knowledge on their capabilities based on what the applicant listed in their resume. This step is not designed to bait a potential candidate but rather to demonstrate the research that has been done by you around the applicant’s background. 

• An initial interview might not do justice to a potential candidate’s capabilities to fulfil a job. Conducting a follow up or a second interview following the initial interview might be the answer to narrow the list of people in the front line for the position. Having the potential candidates come back for a second interview can give you a different view of their skills. A lot of people cave at the idea of an interview. The pressure and anxiety can result in a candidate not demonstrating their best qualities. Having a follow up might be the much-needed second chance to wow you. 

• Keep an eye out for candidates who are passionate. There will be candidates that ooze enthusiasm and passion about the job they are applying for. Generally, someone coming in for an interview should have a positive attitude and have brief knowledge of the role being advertised. Ask the candidate why they would like to work with your organisation? The answer can give reveal the candidates frame of mind and it will show you if this candidate is passionate about your brand. Someone who desires being recognised and standing out from the rest will have knowledge on your company and show that they are motivated. Passion is important in setting a candidate out from the rest. This will demonstrate their positivity to be part of your organisation and their determination to want to work with a company that aligns with their beliefs.

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 

This week South Africa celebrates Freedom Day. It is on this day that South Africa held its first non-racial democratic elections. In light of this week being a time of commemorating and celebrating, freedom let us look at employee freedom in the work place. 

The work environment still has a lot of staff feeling policed. This implies that their actions, task completion and deadlines are being watched by micromanagers. Micromanagement can be the leading cause for staff feeling the lack of creative and intellectual freedom in the workplace. 

The lack of creative and intellectual freedom in the workplace can be the reason for staff feeling deflated and demotivated when it comes to participation. If employees are made to feel that an out of the box thinking or intellectual knowledge is not valued, staff will not feel like giving their best at work. 

This needs to change. Businesses need to ensure management are trained and able to make the workplace more acceptable to employee freedom. This means management should be ready to embrace new ideas and concepts around the workplace that come from employees. 

Here’s how encouraging more employee freedom can boost your business: 

• Start by improving the freedom of allowing employees to start their own projects. Staff members can forge a positive bond over an important project that is being headed by them. Things like support groups at the office, party committees and even learnership or study support groups can be a great way to get staff to indulge in their creative freedom. 

• Give employees the opportunity to choose their working hours. Instead of senior management setting staff to choose the hours, rather get them to pick which starting and ending time works for them. Being flexible to staff start and finish times can encourage their engagement. As long as staff are putting in the necessary hours needed in the day, based on the type of work you are in, setting their own hours would be the biggest employee freedom a business can get a jump on. 

• Shake up your work culture. There is no hard and fast rule when it comes to things like staff discounts, training and even a chance to work offsite on projects. Infact working from home dished the largest slice of employee freedom with staff being allowed to work from home during Covid-19. Now that normalcy is being established these channels are receiving the red light instead of continuing to be an option. Employee freedom also means trusting that staff will do what they need to and meet their deadlines regardless of whether they are working from the office or at hotel in the Maldives. 

• Have regular check in sessions with your staff. It will do great to get feedback from them on things around the office. Companies usually pride themselves on getting information from customers around aspects that need improvement in the business. Getting feedback from staff as well can have a major impact on the way in which things are done. Whether it’s around operations or even how you put together feedback reports, never ignore any encouragement from a staff member on how to improve the way things are done. This will also encourage their engagement and interest in the wellness of the business. 

Employee freedom goes a long way in getting staff to enjoy the work environment. By actively listening to the employees needs and allowing the freedom of work based on trust can result in the organisation leaning towards a profitable business based on the commitment from staff. 

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 

South Africans have been left devastated following the flooding disaster in Kwa Zulu Natal this week which claimed the lives of hundreds and has left thousands destitute. People were killed when their homes collapsed on them due to the heavy rains, others lost their lives as the over flowing rivers washed away the banks securing their homes. As city officials comb through true destruction, more and more bodies are to be found. 

Schools and businesses in the areas have been severely impacted by the roads being washed away resulting in closure in a bid to allow rescue efforts to get under way. Businesses are expected to experience even more financial turmoil as the days pass and they do not open, resulting in a loss of revenue. 

The province is still recovering from the blows of the looting last year which contributed to a large loss of jobs and infrastructure. The latest natural disaster has again opened a bigger hole to the economy in the KZN region with scores of people having lost everything. 

As much as the people of Durban have been dealt with the destruction, family and friends across the country and world have been feeling helpless in the situation. There is a sense of despair as most are unable to reach their loved ones and help them rebuild following the disaster. It is also heart breaking for individuals to see how families whose homes were around for years, now reduced to rubble. 

The circulating of WhatsApp images and videos will be the talk at the office for a while. It will also be a discussion for those who have loved ones directly impacted by the devastation. It is for this reason and for those who have lost whatever they had in the flood that businesses should provide support to their staff during this crisis. 

Here are a few ways for businesses to support staff during a crisis: 

• The first step is to ensure efficient communication with staff. Leaders and managers need to communicate with all staff around this time of devastation. Check in to see that all staff are fine. Use all channels and platforms to ensure no staff member is left out. This will ensure that you are kept up to date on their circumstances and you can issue help to those directly impacted by the devastation. 

• Ensure there are steps being taken by the company to offer recovery assistance. As a business it is important to understand exactly what circumstances your team member might find themselves in. Once you have checked in and have a count of the staff members that are destitute, initiate the recovery support plan and help the employee regain their personal life. 

• It will also be advantageous to start collection drive within the office. As much as there are already numerous organisations gathering funds for the people impacted by the devastation, it will be better if your business offers help to its staff directly. Get other staff members to volunteer and start a collection drive to help those left without a home to rebuild their lives. 

• In the midst of ensuring staff are being taken care of, it is important to reach out to customers. A message of concern can be sent to clients indicating that you are making efforts to be back online as soon as possible. If there are staff that have been impacted by the flooding that deal first hand with clients this should be communicated to ensure clients are made aware of the circumstances in the office. 

• Once normalcy has been established, ensure trauma counselling is available for those who need it. People have lost more than one family member in this time. They have also lost their home and belongings. This will leave a sense of frustration and depression for returning staff members. It is for this reason as a business you should prioritise you staff mental wellness. 

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

It has been reported by Statistics South Africa in its 4^th quarter report for 2021 that the unemployment rate in has escalated to 35.3%. This data comes as a concern as more South Africans are unemployed. 

 The number of unemployed South Africans raises the alarm on the state of poverty and crime in the country. It also brings to light the need for job creation and facilitation of on the ground interaction to determine what is holding South Africans back from employment. 

There are a number of factors as to why South Africans are unemployed. The most hard-hitting reason has to be the contribution from the countries battle with Covid-19 which forced many businesses to close and as a result contributed to job loss. 

The unemployment rate in the country reflects on a desperate need for education and the need for conversation around what is holding our countries youth to seek employment. 

Jobs need to be created in order to improve the status of our unemployment. This means ensuring that the leaders of our business collaborate to maximise on tapping into job creation. 

The reality is that without job creation and a reduction in unemployment our economy will be in jeopardy. We will have to find a solution that will prevent the unemployed from becoming homeless. 

Here are a few ways to create jobs in the workplace: 

• If you are a small business, you are at the forefront of job creation. This means you have the ability to increase your productivity by distributing responsibilities to new recruits. Whether it is sourcing work out to other start-ups and small businesses or keeping things in house, you are able to get work done in a manner that will rear results. 

• A business may also look to its staff for referrals and suggestions for employment opportunities. If you are in need of new staff, advertise within the business to get the word out of new employment. This way staff members who have people that are unemployed in their circle, might be able to circulate the information to them. This will give an opportunity to people who are unemployed an opportunity to apply for this and it can come with good recommendation from the staff member who sent out the advert for the job opportunity. 

• Try using smaller business suppliers. Things like delivery and cleaning services play a huge role in a business. If you are starting your business off, use these smaller businesses that offer services to encourage job creation. This way they can employ more people to meet the demand and supply. 

• Be open to internships. Getting more interns in the business can help with 2 aspects of improvement. This will be a way for your business to lighten the work load in the different departments but it will also give someone an opportunity to gain experience and remuneration while they are with your business. 

The high unemployment rate in our country must be taken seriously. Businesses have an active role to play when it comes to job creation. At the same time businesses must honour the working with the right remuneration. Skills development, upskilling and training programmes can go a long way for employees who are with the business. Besides benefiting them in the business it can also help them along the way when they might face unemployment. Investing in the future of the employees in the business can go a long way for the employee. 

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