Training and Motivational Experts

Most of the time our offices are our second home and therefore the people who work alongside us are inevitably going to befriend us. They become our allies. Also, you shouldn’t despise going to work and having friends there makes for a more relaxed and homely atmosphere.  But just how relaxed or professional should friendships be at work? Should a manager or team leader befriend his/her subordinates? OR rather befriend people on the same level in an organisation? Is there a massive difference between social friends and work friends? What happens when the lines blur between being a friend and suddenly being the boss? In this article we discuss how leaders should manage friendships at work in order to avoid awkward situations.

Many people who are new to the job market, especially young talent, feel bewildered, not knowing what to expect. They are unsure of themselves, feel uncertain about all the skills that they will need and hesitant to perhaps take action or initiative. These employees are, however, very eager to learn and want to grow professionally especially at this stage of their careers.

Companies, who are serious in obtaining and keeping quality talent with growth potential, develop their entry-level employees’ and interns’ leadership skills early on in their careers. They invest in mentorship programs and establish entry-level job programs specifically structured to assist in building core critical leadership skills and easing them into the processes of the company.

Have you ever heard of the job title Customer Experience Executive or Chief Customer Officer or Customer Experience Manager? When you search these types of jobs online in South Africa there are roughly 316 vacancies just on LinkedIn that pop up. Companies are urgently looking for customer experience leaders because they are quickly realising that if they invest in the overall experience of customers and manage these experiences as part of their customers’ sales journey, it can improve their profits drastically. Another plus point is that companies who employ customer experienced leaders are way more ‘attractive’ than their competitors.

We are currently in our winter months which are already associated with numerous sicknesses and illnesses, never mind all the noncommunicable diseases people already deal with. In addition, we must deal with the infectious novel Coronavirus. Absenteeism and increased health care costs due to sickness and illnesses, always have a significant impact on productivity in any workplace.

Some of the most difficult challenges faced by businesses is increasing employee productivity and improving their performance. This is especially true during a time where global economies are battling, people are required to work in remote teams, the work-from-home is their new normal and the pandemic is causing havoc in people’s lives. But if you wrongly approach employees who are already scared, confused and stressed, management might aid the problems.

There are numerous reasons why employees might lack performance. Reasons can include mental health and workplace wellness, or employees might purely lack skills that may impact their performance. Mainly, they just need a bit of mentoring and coaching. Here is a brief summary of what workplace counselling is, the benefits of it and what skills the person responsible for this will need to be an effective counsellor.

There is a difference between stress and burnout. Stress is inevitable in everyday life. Burnout is a result of prolonged stressors and a real possibility during these uncertain times.

This is the third part of a series of three articles discussing Job Hunting During The Covid-19 Pandemic. We are now at the end of the series where we list the 6 tops soft skills employers will look for in the ideal candidate.

  1. How to secure your job better during this Pandemic
  2. How to find a new job through this time
  3. The 6 top soft skills employers look for during Covid-19

This is the second part of a series of 3 articles discussing the second point of 3 things:

1.      How to secure your job better during this Pandemic

2.      How to find a new job through this time

3.      The 6 top soft skills employers look for during Covid-19

Head of digital content at Investec, Tim Spira quoted leading labour expert Andrew Levy saying: "The State President switched off the economy with a flick of a switch. But it can’t start again the same way. It’s going to be a long, slow, staggered process”, in an *online article published 15 April 2020.

In these uncertain times both the job seekers as well as employers face new challenges. Around the world current job markets are shifting due to the Covid-19 pandemic. Some people are experiencing layoffs or retrenchments and several companies are using the remote work approach all in an effort to stop the spreading of the coronavirus.

What is Psychological Safety and why is it fundamental to high-performing teams?

Amy Edmondson, an Organizational Behavioural Scientist coined the term ‘Team Psychological Safety’ (TPS) in 1999, which she defined as “a shared belief held by members of a team that the team is safe for interpersonal risk taking.”

In layman’s terms, Psychological Safety in the workplace basically means that you feel safe to be yourself among your peers in your team. You thus feel comfortable enough in your team to contribute and learn, as well as to challenge or question things without feeling scared and worried about being embarrassed, penalised or even reprimanded because of it.

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